Common use of Grievance Procedures Clause in Contracts

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. We agree to any reference to days in the grievance days refers to calendar days. A. Definition of Procedure 1. A grievance is an alleged violation involving of the terms and provisions of this Agreement by the employer. A grievant shall be defined as an individual employee, a work situation or a deviation fromgroup of employees, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawnAssociation. 2. No claim for back wages shall exceed During the amount of wages school year, a working day is a school day and during the employee would otherwise have earned at their regular rate of paysummer, a working day is Monday through Friday, excluding holidays and days during which the appropriate administrator is unavailable to process a grievance. 3. The parties Failure on the part of the employer to render a written decision concerning the grievance at any step of this Agreement recognize procedure within the existence specified time limits shall permit the grievance to be appealed to the next level of state mediation services the grievance procedure. Failure on the part of the grievant to process the grievance within the specified time limits at any step shall give rise to the assumption that the grievance has been resolved and fact finding processes under the law, and concur that if mutually agreed upon will therefore be subject to no further processing. All time limits within this grievance procedure may be extended by mutual agreement between the parties, they could serve as an intermediate step in . 4. Step 1 a) Every effort shall be made to communicate and resolve a problem before the grievance procedure between is instituted. The grievant and/or the Board of Education hearing and arbitration. B. A Association representative, shall present a grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary writing to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or their immediate supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on date when the appeal, and shall deliver a written response alleged violation occurred. In cases where an alleged violation pertains to the local Chapter Chairperson within evaluation process oral presentation of a grievance to the principal must occur no later than ten (10) working days after the final evaluation conference and the thirty (30) day limit does not apply. The principal shall answer the grievance in writing including the reasons upon which the decision was based within five (5) calendar days of receiving the grievance, and shall concurrently send a copy of the grievance, their decision, and any and all supportive evidence to the grievant. 5. Step 2 a) If no satisfactory settlement is reached at Step 1, the grievance may be appealed to the Superintendent within five (5) days of the hearing.decision rendered in Step one. The Superintendent shall arrange for a grievance meeting with the grievant and/or the Association representative, and such meeting shall take place within

Grievance Procedures. A. A grievance is shall be an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision the expressed terms of this Agreementthe contract. 1. An employee may at any step It is expressly understood that in the Grievance Procedure withdraw any grievance without prejudice. A notice case of withdrawal shall be made in writingdischarge or demotion of a tenured teacher, and if the grievance is reopened, it must revert all access to Step l of the grievance procedure within twenty (20) calendar days shall be waived immediately upon the filing of being withdrawnan appeal from the Board's decision to the Michigan Teacher Tenure Commission. In the case of a discharge or demotion, first year probationary teachers shall not have access to the grievance procedure providing the teacher has received his/her contract stipulated evaluation. 2. No claim for back wages shall exceed It is expressly understood that when an employee chooses another remedial forum to remedy an alleged violation of the amount of wages Master Agreement, the employee would otherwise have earned at and/or Association forfeits their regular rate of payrights and access to the Grievance Procedure. 3B. The Association shall designate one (1) representative per building to handle grievances when requested by the grievant. The parties Board hereby designates the Principal of each building to this Agreement recognize act as its representative at Level One as hereinafter described and the existence of state mediation services Superintendent or his/her designated representative to act at Level Two as hereinafter described. C. The term "days" as used herein shall mean days in which teachers are on duty during the academic year and fact finding processes under days when the lawDistrict’s Central Office is open for business during the summer break period between academic years. However, and concur that if mutually agreed upon the time limits specified may be extended in writing by the parties, they could serve as an intermediate step in the grievance procedure mutual agreement between the Board of Education hearing and arbitrationthe Association provided the request is made within the time period(s) stated in each section. B. A grievance D. Written grievances as required herein shall be presented and adjusted in accordance with contain the following procedures onlyfollowing: 1. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance It shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involvedgrievant or grievants. b. The building principal or classification supervisor 2. It shall be responsible specific and shall include the names of each and every teacher known to see that a written response to be directly affected by the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written alleged grievance. a. Within ten 3. It shall contain a synopsis of the facts giving rise to the alleged violation. 4. It shall quote at length the section or subsections of this contract alleged to have been violated. 5. It shall contain the date of the alleged violation. 6. It shall specify the relief requested. Any written grievance not in accordance with the above requirements, may be rejected as improper. Such a rejection shall not extend the limitations hereinafter set forth. E. 1. A teacher or the Association believing himself/herself or itself wronged by an alleged violation of the express provisions of this contract shall within eight (10 ) working 8) days after receiving of its alleged occurrences orally discuss the written response grievance with the building Principal in an attempt to resolve same. If no agreeable resolution is obtained at Step 2that meeting, the local Chapter Chairperson teacher or the Association may appeal reduce the decision grievance to writing and present it to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing Principal within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.five

Grievance Procedures. A. A 8.01 In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges that the ▇▇▇▇▇▇▇ shall assist employees who the ▇▇▇▇▇▇▇ represents in preparing, except during working hours, and presenting his/her grievance in accordance with the grievance procedure. 8.02 The Union recognizes that each ▇▇▇▇▇▇▇ is an alleged violation involving a employed by the Employer, and that he/she shall not leave his/her work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of during working hours except to perform his/her duties under this Agreement. Therefore, no ▇▇▇▇▇▇▇ shall leave his/her work without first obtaining the permission of his/her Supervisor, which permission shall be given within a reasonable time not to exceed twenty-four (24) hours. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. 8.03 A grievance shall be presented and adjusted in accordance with defined as any differences arising out of the following procedures onlyinterpretation, application, administration, or alleged violation of the Collective Agreement. If it is necessary to proceed with a written No grievance it shall be presented only on a prescribed district recognized by the Employer, which was not raised at Step 1 within ten (10) working days of the event giving rise to the alleged grievance. The aggrieved employee(s) will submit the grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The . If the employee’s ▇▇▇▇▇▇▇ shall discuss these matters with is absent, he/she may submit his/her grievance to the building principal Chief ▇▇▇▇▇▇▇ and/or the Grievance Committee. At each step of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussiongrievance procedure, the principal or supervisor Grievor shall have the right to be present. An ▇▇▇▇▇▇▇ effort shall be advised that made by all parties to this procedure to settle grievances fairly and promptly. In order for a grievance to advance through the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1Grievance Procedure, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall must be signed by the employee(s) grievor and at least one ▇▇▇▇▇▇▇, or a member of the Grievance Committee. The Employee or ▇▇▇▇▇▇▇ will make every effort to settle the grievance with the Supervisor before proceeding to Step 1. Step 1‌ If the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to and/or the Grievance Committee consider the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2be justified, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall it will be submitted in writing, and shall be accompanied co-signed by a copy member of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heardUnion Executive. The Superintendent or designee grievance will set out the facts relied upon, the Articles allegedly violated and the remedy sought. The immediate non-union supervisor shall then render a decision discuss the grievance with the grievor/▇▇▇▇▇▇▇ and respond in writing within ten five (105) working days after receipt of the appealdays. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. 1. A grievance is shall be defined as an alleged violation involving a work situation or a deviation fromof the expressed terms and conditions of this Agreement. The following matters shall not be the basis of any grievance filed under the procedure outlined in this Article: A. The termination of services of, or failure to re-employ, any probationary teacher; B. The placing of a non-tenure teacher on a third year probation; C. The termination of services or failure to re-employ any teacher to a position on the extra-curricular schedule; D. Any matter involving teacher evaluation, except adherence to the procedure; E. Any matter of which an employee seeks formal recourse outside of the grievance procedure (i.e. EEOC). F. Any item proscribed by law. It is expressly understood that the Grievance Procedure shall not apply to those areas in which the Tenure Act prescribes a procedure or authorizes a remedy (discharge and/or demotion). 2. The time limits contained herein shall be strictly observed, but may be extended by written mutual agreement between the Board and the Union. A grievance not initiated and/or processed from step to step by the Union within the time limits of the Grievance Procedure shall become null and void and shall not be processed as a grievance. If Administration fails to respond at any Step within the prescribed time limits, the Union may proceed directly to the next step of the Grievance Procedure. 3. A claim by an employee, or by the Union, that there has been a violation, misinterpretation, misapplication, or violation misapplication of any provision of this Agreement. 1, may be processed as a grievance hereinafter provided. An In the event an employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writingbelieves there is a basis for a grievance, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty he has no later than five (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (205) working days from the date to discuss the alleged grievance occurred. The written personally with his immediate supervisor (Informal grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involvedinitiation). b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. A grievance is claim upon an alleged violation involving event or condition which affects the terms and conditions of employment of a work situation teacher or a deviation fromgroup of teachers as specified in the contractual agreement between the Papillion-La Vista Education Association and the District and/or the interpretations, meaning, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l application of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure contractual agreement between the Board of Papillion-La Vista Education hearing Association and arbitrationthe District is a grievance. B. A grievance Teachers’ Rights committee composed of not more than three (3) members of the Association shall be presented designated by the Association for the purpose of handling grievances. Meetings between this committee and adjusted the District representatives shall be arranged between these two groups on a mutually satisfactory basis. Grievances shall be handled immediately in accordance with the following procedures only. If it is necessary to proceed manner: (1) Between the principal and aggrieved party, with or without a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal representative of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school buildingAssociation. During this discussion, the principal or supervisor This meeting shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson take place within ten (10) working contract days of knowledge of the incident which is the basis of the grievance. (2) If satisfactory adjustment of such grievance shall not thereby have been reached, the Grievant shall have the right to submit a written grievance with the Superintendent of Schools within ten (10) contract days of the conclusion of the meeting with his/her principal, as outlined above. A copy of the written grievance shall be filed with the designated member of the Association Teachers’ Rights Committee. (3) Based on the written grievance, a hearing shall be conducted within ten (10) contract days after receipt of the written grievance. a. Within ten (10 ) working days after receiving . The Grievant may be represented by the written response Association at Step 2, the local Chapter Chairperson may appeal the decision to the hearing. The Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working contract days after receipt thereafter render the decision, in writing, to the Grievant and to the Association Grievance Committee. (4) In the event a dispute shall arise between the administration and the Association with reference to the proper interpretation or application of the appeal. a. Within provision of this contract, and if such dispute cannot be settled by mutual agreement of the parties, then, within ten (10) working days after receiving the decision of the Superintendent or designeecontract days, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board District shall grant conduct a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson thereon within ten (10) working contract days following the hearing. The Grievant shall have the right to be represented at such a hearing by a representative of the hearingAssociation. The decision of the District shall be reduced to writing, and written copies of the decision shall be provided to the Grievant, Superintendent of Schools, Principal of the Grievant, and to the local and state officers of the Association. (5) Any extension of time limitations of this procedure may be extended upon the written mutual agreement of both parties.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation violation, misinterpretation or a deviation from, or a misinterpretation, misapplication, or violation of any provision misapplication of this Agreement. The "grievant" is the employee or Association alleging violation of the specific and express terms of the Agreement. B. All grievances shall be handled by the following procedures: Step 1. An employee may at any step The grievant, either alone or with an Association representative, shall first discuss the grievance with the supervisor within five (5) work days of the alleged occurrence in an attempt to resolve the Grievance Procedure withdraw any grievance without prejudiceinformally. Step 2. A notice of withdrawal shall be made in writing, and if If the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted presented to either the building principal or the classification supervisor within twenty five (205) working work days from after the date the alleged grievance occurredoriginal informal conference under Step 1 of this procedure. The written grievance shall be signed presented to and discussed with the immediate supervisor by either the employee(sgrievant or the Association. Within five (5) and work days after the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the supervisor shall render his/her written decision to the Association and to the grievant. Step 3. Within five (5) work days after the receipt of the supervisor’s written decision, the grievance may be (by the Association or grievant) appealed to the Superintendent of Schools or his/her designee. The appeal shall be in writing, writing and shall be accompanied by a copy of the original grievance, and a copy of the decision at Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard2. The Superintendent or designee shall then render a decision in writing within ten Within five (105) working work days after receipt of the appeal, the Superintendent or his/her designee shall investigate the grievance and shall communicate his/her findings in writing to the Association, grievant, and to the supervisor. a. Within ten Step 4. If the alleged grievance is not resolved at Step 3, the grievant or the Association may submit the grievance to the Board of Education within five (105) working work days after receiving receipt of the written decision of the Superintendent or his/her designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. . The Board shall grant a hearing on hear the grievance at the next regularly scheduled meeting after receipt and shall render its written decision within thirty five (305) calendar work days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance.to the grievant and/or the Association. Procedure: Written grievances as required herein, shall contain the following: a. It shall be signed by the grievant or Association representative; b. It shall contain a synopsis of the facts giving rise to the alleged violation; c. The Board It shall cite the section or subsections of Education this contract alleged to have been violated; d. It shall render a decision on contain the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days date of the hearingalleged violation; e. It shall specify the relief requested.

Grievance Procedures. A. A grievance is Section 1. Grievances are defined as problems arising out of the application by the Town of the express provisions of this Agreement as they might affect an alleged violation involving a work situation or a deviation fromemployee, or a misinterpretation, misapplication, or violation group of any provision of employees with the same problem who are covered by this Agreement. Section 2. Grievances shall be processed as follows: Step 1. An employee so affected and representative of the League who appear before the Chief of Police shall be given an interview. Step 2. If no disposition of the grievance to the satisfaction of the employee has been made in fourteen (14) calendar days after presentation to the Chief, within fourteen (14) calendar days thereafter the employee and a representative of the League shall give written notice to the Municipal Employer reciting the intermediate steps taken and submitting a written statement of the grievance and within fourteen (14) calendar days the Municipal Employer through its designee shall meet with the League designee and the employee to discuss the matter. Step 3. If at the expiration of the fourteen (14) calendar days following the conclusion of this presentation and discussion, no disposition of the grievance to the satisfaction of the employee has Section 3. The expense of such arbitration service shall be shared equally by the Municipal Employer and the League, except that the cost of its own presentation before the Arbitrator shall be assumed by each party. Section 4. An employee may waive a grievance and shall be deemed to have done so if the action required under Section 2. shall not have been pursued within the time specified therefore for each step under said Section 2. The time specified herein for various steps may be extended by mutual agreement. Section 5. Written submissions of grievances at Step 2 shall be in not less than triplicate, on forms to be agreed upon jointly. If a grievance is adjusted at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance adjustment shall be presented noted on the form and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) employee, the League representative and the ▇▇▇▇▇▇▇ involvedTown’s representative reaching this adjustment. b. The building principal Section 6. All grievances referred to above must be presented at step 1 within fourteen (14) calendar days of the occurrence or classification supervisor shall failure of occurrence, whichever may be responsible to see that a written response to the case, of the incident upon which the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt based. If it is determined at any time that corrective measures are due an employee as a result of the written grievance. a. Within ten grievance procedure, they shall not be made retroactively operative for more than twenty-one (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (3021) calendar days after receiving prior to the appeal, and the local Chapter Chairperson shall be advised date of the hearing at least forty-eight (48) hours in advancefirst presentation. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response Section 7. Any incident which occurred or failed to occur prior to the local Chapter Chairperson within ten (10) working days effective date of this Agreement shall not be the hearingsubject of any grievance hereunder.

Grievance Procedures. A. A 10.1.1 For the purpose of this agreement, a grievance is an defined as alleged violation involving violation, misinterpretation or misapplication of a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any specific provision of this Agreementagreement. A "grievant" shall mean an employee or group of employees or the Association filing a grievance. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal 10.1.2 Effort shall be made to settle grievances at the lowest possible level of the grievance procedure. The aggrieved employee shall first promptly attempt to resolve the grievance informally between the employee and his or her principal or immediate administrator. 10.1.3 Grievances will be processed in writingthe following manner and within the stated time limits. Grievance hearings will be held at reasonable times and places that do not conflict with the working day. Grievances not pursued to the next step within the time limitations set forth shall be deemed waived and become null and void. Grievances not responded to by the district within the time limits set forth will automatically proceed to the next step of the grievance procedure. 10.1.4 Step 1 of the formal procedure. If, and if according to the employee, the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1informally, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and employee on the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the appropriate grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, form and shall be accompanied submitted by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision employee to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance principal or immediate administrator within thirty (30) calendar days after receiving the appeal, facts upon which the grievance is based first occur or first became known to the employee. The principal or immediate administrator shall endeavor to properly resolve the matter and shall reply in writing to the local Chapter Chairperson shall be advised employee within ten calendar days after receipt of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on written grievance. If the appealemployee feels the grievance is still not resolved, and shall deliver a written response he/she may refer the matter to the local Chapter Chairperson within ten (10) working days Step 2 of the hearingformal grievance procedure.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact fact-finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, writing and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, appeal and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. 6.01 A grievance is an may arise only from a dispute concerning the interpretation, application, administration, or alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement., and shall be taken up in the following manner: 1: If an employee has a grievance, he or she will discuss it with his or her supervisor within five (5) days of the date the facts giving rise to the grievance came to her attention or should have come to her attention. An employee may at any step In failing settlement, the grievance being a difference arising out of the interpretation, application, administration, or alleged violation of the Agreement, shall be dealt with in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made following manner in writingsequence, and if provided it is presented within five (5) days following the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawnsupervisor’s decision. 2: Within five (5) days after the decision is given in Step No. No claim for back wages shall exceed the amount of wages 1, the employee would otherwise have earned at their regular rate who may request the assistance of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/his or her ▇▇▇▇▇▇▇. b. The ▇ or any agent or representative of the Union shall submit the grievance in writing to the administrator of the Home. A meeting will then be held between the administrator or his designated representative, and the employee. It is understood that at such meeting, the administrator or his designated representative may have such counsel and assistance as he may desire, and that the employee may have his ▇▇▇▇▇▇▇ shall discuss these matters with ▇, and that the building principal business agent of the employee’s primary work assignmentUnion or any representative of the Union may also be present at the request of either the employee or the Home. The decision of the administrator or his designated representative shall be given in writing, within five (5) days following the meeting. 3: Should the administrator or his designated representative fail to render a decision, as required in Step No. 2, or with the supervisor failing settlement of the employee’s classification in cases where the primary work assignment is not within any grievance, a particular school building. During this discussion, the principal or supervisor shall grievance may be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced referred to writing and submitted to arbitration by either the building principal Home or the classification supervisor within twenty (20) working days from the date the alleged grievance occurredUnion. The If no written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance request for arbitration is tendered to the local Chapter Chairperson received within ten (10) working days of receipt days, under Step No. 2 of the written grievance procedure, the grievance shall be deemed to have been abandoned, and the same grievance shall not be the subject matter of a further grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal 6.02 All grievances submitted shall be in writingwriting and be in triplicate, and shall be accompanied by a copy written statement which shall clearly set forth the nature of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appealremedies sought, and the local Chapter Chairperson clause or clauses of this Agreement said to be violated. 6.03 No grievance shall be advised considered in any step unless it has been properly carried through all previous steps of the hearing at least forty-eight (48) hours in advance. c. The Board grievance procedure required by this Agreement, except that if any step of Education shall render a this grievance procedure, the Home or the Union does not give its decision on within the appealallotted time limit, and shall deliver a written response the grievance may be carried to the local Chapter Chairperson next step within ten (10) working days the appropriate time which shall start to run from the expiration of the hearingallotted time within which the decision should have been given.

Grievance Procedures. A. A grievance is shall be defined as any claim by an alleged violation involving employee that there has been a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision the terms of this Agreementagreement. 1B. All time limits stated in this Article consist of school days except when a grievance is submitted fewer than ten (10) school days before the close of the current school term; then time limits shall consist of calendar days. a. All time limits may be extended by mutual agreement between the parties. b. If no written decision has been rendered within the limits required in the stated procedures, the grievance may proceed to the next step. If the employee fails to adhere to the time limits in the stated procedures, the grievance shall be withdrawn, and further appeal shall be barred. C. If the parties agree, a grievance may be submitted directly to arbitration without first having exhausted the grievance procedure. D. A grievance may be withdrawn at any level. E. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step who participates in the grievance procedure between the Board shall not be subject to disciplinary action or reprisal because of Education hearing and arbitrationsuch action. B. F. A grievance may be initiated and/or conducted by: a. An employee in his/her own behalf; b. An employee accompanied by a Union representative; c. A Union representative at the employee’s request. G. The employee, with or without Union representation, has the right to be present at all hearings and meetings concerning his/her grievance. H. Any investigation or other handling or processing of any grievance by the grievant or the Union shall be conducted so as to result in no interference with or interruption whatsoever of the instructional program. There shall be no loss of pay for attendance of meetings and hearings held under Article V. I. Expenses incurred as a result of arbitration shall be shared equally and are limited to the arbitrator’s fee except by mutual agreement. J. All parties shall be provided copies of any documents submitted during the grievance process. K. All documents, written communications, and records dealing with the processing of a grievance shall be presented filed separately from the personnel files of the participants. L. This information shall not be disclosed to anyone except CEO management (principal, superintendent, advisory board) and adjusted then in accordance a professional and ethical manner. M. No documents, written communications or records from the separate grievance file will be used by CEO for hiring, firing, or harassment of any employee involved in a grievance procedure. N. All documents, written communications, and records dealing with the following procedures only. If it is necessary to proceed with processing of a written grievance it shall be presented only on a prescribed district removed from that separate file one year after the anniversary of the grievance formprocess. a. The employee shall discuss O. A single document indicating the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with nature of the building principal grievance, the dates of the proceedings, the position of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ /s involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson result shall be advised of the hearing at least forty-eight (48) hours maintained in advancea “Grievance File. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.”

Grievance Procedures. A. A 10.01 In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Grievance Committee and Union Stewards. The ▇▇▇▇▇▇▇ shall assist any employee which the ▇▇▇▇▇▇▇ represents in preparing and presenting his grievance is an alleged violation involving a work situation or a deviation fromin accordance with the grievance procedure. 10.02 The Employer shall be notified in writing by the proper officials of the Union of the names of the Stewards and the members of the Grievance Committee, or a misinterpretation, misapplication, or violation and of any provision of this Agreementchanges in the same. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance 10.03 It is reopened, it must revert to Step l of agreed that the grievance procedure within twenty (20) calendar days will as far as is practical, be carried on outside of being withdrawnworking hours so as to reduce loss of services to a minimum. 210.04 If it is necessary for a ▇▇▇▇▇▇▇ or other employee to take time off during working hours in connection with a grievance, he must receive permission from the Chief Executive Officer to be off at a time which will least interfere with the work. No claim for back wages shall exceed Not withstanding Section 10.03 it is understood by the amount of wages the employee would otherwise have earned at their regular rate of payEmployer that permission requested under Section 10.04 will not be unreasonably withheld. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. 10.05 A grievance shall be presented defined as any dispute arising out of interpretation, application, administration or alleged violation of the collective agreement. All alleged grievances shall be submitted and replied to in writing beginning at Step 2. 10.06 The parties agree that it is desirable that any complaints or grievances should be adjusted in accordance as quickly as possible. Employees therefore are urged to try to settle their complaints with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance formEmployer as soon after they originate as possible. a. The 10.07 Should any question as to the meaning or alleged violation of the provisions of this Agreement arise between the Employer and any employee shall discuss or the matters believed Union, an ▇▇▇▇▇▇▇ effort will be made to adjust such question in the following manner: Step 1 If the ▇▇▇▇▇▇▇ and/or the Grievance Committee consider the grievance to be grievable justified, he will first seek to settle the dispute with his/her the ten (10) working days of the alleged grievance or violation. The Department Head or Supervisor shall render their decision verbally within five (5) working days from date of meeting with the employee or ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with Step 2 Failing satisfactory settlement within five (5) working days after the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment reply is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at received under Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involvedwill submit to the Chief Executive Officer of Huron Lodge, a WRITTEN statement in triplicate of the particulars of the grievance and the redress sought. The Chief Executive Officer shall render the decision to the ▇▇▇▇▇▇▇ within (5) working days after receipt of such notice. b. The building principal or classification supervisor shall be responsible to see that a written response to Step 3 Failing settlement being reached in Step 2, the grievance is tendered to the local Chapter Chairperson Grievance Committee will within ten (10) working days of receipt submit the grievance to the Personnel Committee of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the Board of Directors who shall render their decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appealsuch notice. a. Within ten 10.08 Any policy grievance or difference arising directly between the Union and the Board as to the application, interpretation or alleged violation of this agreement (10other than contract renewal discussions) working days after receiving may be submitted by either party to the decision other at Step - 3, in writing. 10.09 In determining the time within which any step, except arbitration, is to be taken under the foregoing provisions of Article 11, Saturdays, Sundays and recognized Holidays shall be excluded. Any and all time limits fixed by this Article may be extended by mutual agreement between the Board and the Union. 10.10 If advantage of the Superintendent provisions of this Article is not taken within the time limits specified herein, or designeeas extended as set out in 10.09 herein, the local Chapter Chairperson may appeal the decision matter in dispute shall be deemed to the Board of Education by filing a written notice of intent at the Board Officehave been abandoned and cannot be reopened. b. 10.11 The Board shall grant a hearing on nature of the grievance within thirty (30) calendar days after receiving grievance, the appeal, remedy sought and the local Chapter Chairperson section or sections of the agreement which are alleged to have been violated shall be advised set out in the written record of the hearing Grievance at least forty-eight (48) hours Step 2 and may not be subject to change in advancelater steps. c. The Board of Education shall render 10.12 When three (3) or more employees have grievances and such grievances are alike, they may be handled as a decision on the appeal, group grievance and shall deliver a written response to the local Chapter Chairperson within ten (10) working days presented at Step 2 of the hearingGrievance Procedure.

Grievance Procedures. A. a. An informal resolution of the grievance can occur at any time. b. A Resident whose grievance is an alleged violation involving not satisfactorily resolved through informal discussions with the parties involved may institute a work situation or a deviation fromformal grievance as follows c. The grievance shall be detailed specifically in writing, or a misinterpretationgiving the date(s) of the incident(s), misapplication, or violation of any stating the provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writingAgreement that has allegedly been violated, and if indicated the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurredrequested solution. The written grievance statement shall be signed by filed with the employee(sHospital CAO (in the case of employment grievances), or the Residency Program Director (in the case of an academic grievance) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor who shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of acknowledge receipt of the written grievance. a. Within ten (10 ) working days after receiving grievance statement and meet with the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing Resident and/or other employee involved within ten (10) working 14 calendar days after receipt of written grievance statement to attempt to resolve the appealalleged grievance. a. Within ten (10) working days d. In the event that the grievance is still unsuccessfully resolved after receiving the decision of the Superintendent or designeestep 35.2.b, the local Chapter Chairperson Resident may appeal request that the decision to Hospital CAO (in the Board case of Education by filing employment grievances) or the Residency Program Director (in the case of academic grievances) convene a written notice of intent at the Board Office. b. Grievance Hearing Committee (see below). The Board Grievance Hearing Committee shall grant schedule a hearing to be held on the grievance within thirty (30) matter no later than 20 calendar days after receiving the appeal, and initial filing of the local Chapter Chairperson formal grievance. All parties shall be advised notified of the hearing at least forty-eight (48) hours in advance. c. The Board time and place of Education shall render a decision on the appealhearing. All parties have the right to be present throughout the hearing, and shall deliver have the option to be assisted during the formal proceedings by a written response to representative at the local Chapter Chairperson within ten (10party’s own expense. The Committee, the Resident, or any involved employee(s) working may request additional relevant information, either in writing or in person at a hearing. Within 12 calendar days following the conclusion of the hearing, the committee shall make its decision in writing. All meetings and hearings conducted under this procedure shall be conducted in confidential and private sessions in order to protect the confidentiality of matters under review. e. In the case of an alleged contract violation which does not involve potential termination of employment of the aggrieved resident, the grievance should go immediately to impartial arbitration.

Grievance Procedures. A. A grievance is Section 1. Grievances are defined as problems arising out of the application by the Town of the express provisions of this Agreement as they might affect an alleged violation involving a work situation or a deviation fromemployee, or a misinterpretation, misapplication, or violation group of any provision of employees with the same problem who are covered by this Agreement. Section 2. Grievances shall be processed as follows: Step 1. An employee may at any step in so affected and representative of the Grievance Procedure withdraw any grievance without prejudice. A notice League who appear before the Chief of withdrawal Police shall be given an interview. Step 2. If no disposition of the grievance to the satisfaction of the employee has been made in writingfourteen (14) calendar days after presentation to the Chief, within fourteen (14) calendar days thereafter the employee and a representative of the League shall give written notice to the Municipal Employer reciting the intermediate steps taken and submitting a written statement of the grievance and within fourteen (14) calendar days the Municipal Employer through its designee shall meet with the League designee and the employee to discuss the matter. Step 3. If at the expiration of the fourteen (14) calendar days following the conclusion of this presentation and discussion, no disposition of the grievance to the satisfaction of the employee has been made and if the grievance is reopenedwithin the definition of the term as contained in this agreement, it must revert the League or the Municipal Employer may present the grievance to the American Arbitration Section 3. The expense of such arbitration service shall be shared equally by the Municipal Employer and the League, except that the cost of its own presentation before the Arbitrator shall be assumed by each party. Section 4. An employee may waive a grievance and shall be deemed to have done so if the action required under Section 2. shall not have been pursued within the time specified therefore for each step under said Section 2. The time specified herein for various steps may be extended by mutual agreement. Section 5. Written submissions of grievances at Step l 2 shall be in not less than triplicate, on forms to be agreed upon jointly. If a grievance is adjusted at any step of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance adjustment shall be presented noted on the form and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) employee, the League representative and the ▇▇▇▇▇▇▇ involvedTown’s representative reaching this adjustment. b. The building principal Section 6. All grievances referred to above must be presented at step 1 within fourteen (14) calendar days of the occurrence or classification supervisor shall failure of occurrence, whichever may be responsible to see that a written response to the case, of the incident upon which the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt based. If it is determined at any time that corrective measures are due an employee as a result of the written grievance. a. Within ten grievance procedure, they shall not be made retroactively operative for more than twenty-one (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (3021) calendar days after receiving prior to the appeal, and the local Chapter Chairperson shall be advised date of the hearing at least forty-eight (48) hours in advancefirst presentation. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response Section 7. Any incident which occurred or failed to occur prior to the local Chapter Chairperson within ten (10) working days effective date of this Agreement shall not be the hearingsubject of any grievance hereunder.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement.All grievances shall be processed in the following manner: (a) Step 1. An employee who believes he/she has a grievance shall discuss the matter with their Immediate Supervisor within five (5) working days after the event which caused the grievance or within five (5) working days after the employee could reasonably have learned of the event upon which the grievance is based. If requested by the employee, the Union ▇▇▇▇▇▇▇ may be present. The Immediate Supervisor shall inform the employee of his/her decision in writing within five (5) working days following the discussion of the matter. If the Immediate Supervisor is the Managing or Assistant Director, proceed directly to Step 2. (b) Step 2. If the grievance is not satisfactorily resolved at any step in Step 1, the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made submitted, in writing, and if to the grievance is reopened, it must revert to Step l Managing Director or designee within five (5) working days from date of receipt of the grievance procedure last reply, or within twenty ten (2010) calendar working days of being withdrawn. 2. No claim for back wages shall exceed following the amount of wages the employee would otherwise have earned at their regular rate of pay. 3Step 1 discussion, whichever is earlier. The parties written grievance shall name the employee(s) involved, state the facts giving rise to this Agreement recognize the existence grievance, identify the contract Section(s) alleged to have been violated, identify the basis of state mediation services and fact finding processes under the lawgrievance, indicate the relief requested, and concur that if mutually agreed upon be signed by the partiesUnion ▇▇▇▇▇▇▇ for the work location involved, they could serve as an intermediate step in and the grievance procedure between the Board of Education hearing and arbitration. B. A grievance affected employee(s), if available. There shall be presented and adjusted in accordance a meeting with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her Union ▇▇▇▇▇▇▇, the grievant and the Managing Director or designee within ten (10) working days following receipt of the written grievance. The Managing Director or designee shall reply in writing to the grievant within five (10) working days following the meeting. b. The ▇▇▇▇▇▇▇ shall discuss these matters with (c) Step 3. If the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment grievance is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not satisfactorily resolved verbally at Step 12, it shall be reduced to writing and submitted by the Union ▇▇▇▇▇▇▇ to either the building principal County Administrator/Controller or designated representative within five (5) working days following the classification supervisor Managing Directors answer in Step 2. The written grievance shall name the employee(s) involved, state the facts giving rise to the grievance, identify the contract Section(s) violated, identify the basis of the grievance, indicate the relief requested, and be signed by the Union ▇▇▇▇▇▇▇ and affected employee(s). The parties shall meet to discuss the grievance within fourteen (14) working days following receipt by the County Administrator/Controller or designated representative of the grievance. The employer shall give a written answer to the Union within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievancemeeting. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. A grievance is shall be defined as a difference between the Administration representing the Board and the Association or one or more teachers involving an alleged violation, misinterpretation, or misapplication of any rule, regulation, or policy of the Board which directly affects the teacher or teachers in their teaching assignment, except that only timely grievances involving an alleged violation involving of an express provision of the master contract may be presented to binding arbitration. Arbitration of all other grievances shall be advisory. B. If a work situation potential grievance involves an individual teacher, it shall be discussed informally with the building principal. The teacher may involve the Association’s building representative in the discussion at the teacher’s option. The teacher may request representation by the FWEA President or UniServ/Executive Director at this meeting. If a deviation fromrequest for this representation is made, FWEA will forward the request to Employee Relations for disposition of the request. Employee relations will notify FWEA of its disposition of the request. C. If after this discussion, the teacher believes there is a basis for a formal grievance, or if the Association believes there is a misinterpretationbasis for a class grievance, misapplicationthe aggrieved party shall file a written grievance with the building principal or Employee Relations Department no later than eighteen (18) school days after the occurrence that gave rise to the alleged grievance or after the aggrieved party became aware of the occurrence, or violation of any provision of this Agreementwhichever is later. The prescribed form shown in Appendix 1 signed by the grievant and/or the Association shall be used. 1. An employee may at any step in D. Within fifteen (15) school days of the Grievance Procedure withdraw any grievance without prejudice. A notice filing of withdrawal the grievance, the parties shall be made in writingmeet to review it, gather facts, and if discuss possible resolution. If the grievance is reopenednot resolved, it must revert a written answer with copies to Step l all concerned shall be returned within five (5) school days of the meeting. E. If the grievance procedure is not resolved at the meeting or by the written answer, the aggrieved party may, within fifteen (15) school days after the receipt of the written answer, or if no answer is given within twenty (20) calendar school days of being withdrawn. 2. No claim for back wages shall exceed the amount meeting, file a notice of wages arbitration with the employee would otherwise have earned at their regular rate of pay. 3Joint Communications Committee. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with discussed at the following procedures onlynext meeting of the Joint Communications Committee. If it is necessary to proceed not resolved, either party may request arbitration. F. Arbitration is requested by letter, with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response copy to the grievance is tendered non-requesting party, to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.American Arbitration Association requesting that they select an

Grievance Procedures. A. 13:01 Definition A grievance is an a complaint in writing arising from a difference between the parties over the interpretation, application, administration or alleged violation involving of the Collective Agreement including any question as to whether a work situation or matter is arbitral, per section 53(1) of the Fire Protection and Prevention Act, 1997. 13:02 Grievance Committee The Association shall appoint a deviation from, or a misinterpretation, misapplication, or violation grievance committee (hereinafter referred to as the Grievance Committee). The Association shall give the City written notice of the appointment of each such member of the Grievance Committee and written notification of any provision change in the personnel of this Agreementthe Grievance Committee, as soon as it is known. 1. An employee may at any step in 13:03 Complaint Stage It is the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l mutual desire of the grievance procedure within twenty (20) calendar days Employer and the Association that complaints of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3Employee be adjusted as quickly as possible. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee Employee shall discuss the matters believed to be grievable his/her complaint with his/her ▇▇▇▇▇▇▇superior Officer within fifteen (15) cale ndar days of becoming aware of the incident giving rise to the complaint in order to afford the superior Officer an opportunity to resolve the complaint. It is understood that an Employee has no grievance unless he/she has discussed the complaint with his /her superior Officer. In discussing his/her complaint, the Employee may be accompanied by one (1) authorized representative of the Association. b. The ▇▇▇▇▇▇▇ shall discuss these matters with 13:04 Initiating a Grievance If the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment complaint is not settled by his/her superior Officer within a particular school building. During this discussionseven (7) calendar days, the principal or supervisor shall be advised that Employee must submit the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged potential grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson Grievance Committee within ten (10) working days of receipt of calendar days. If the written grievance. a. Within ten (10 ) working days after receiving Grievance Committee considers the written response at Step 2, the local Chapter Chairperson may appeal the decision grievance to the Superintendent of Schools or his/her designee. The appeal be justified it shall be in writing, and shall be accompanied by forward a copy of the original grievance to the Fire Chief (with a copy to the Director of Labour Relations) within fourteen (14) calendar days of the receipt of the potential grievance from the Employee. The grievance shall identify the individual grievor(s), the reason(s) for the grievance, the article(s) alleged to be violated, and a copy the remedy sought. 13:05 Step 1 Upon receipt of such grievance, the Fire Chief/Designated Deputy Chief shall meet with the representative(s) of the Step 2 response. b. The Superintendent or designee Grievance Committee within ten (10) calendar days and shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten seven (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (307) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advancemeeting. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response 13:06 Referral to Arbitration If there is no satisfactory resolve to the local Chapter Chairperson within ten (10) working days grievance after exhausting Step 1 of the hearing.grievance process, either party may notify the other party in writing of its desire to submit the grievance to arbitration. Such notification must be given within ten

Grievance Procedures. A. The purpose of the grievance procedure shall be to settle differences between the City and employees as quickly as possible to ensure efficiency and to promote employees’ morale. A grievance is an defined as a complaint arising out of alleged violation involving a work situation violations concerning the application of interpretation or a deviation from, or a misinterpretation, misapplication, or violation of any provision compliance with the provisions of this Agreement. Step 1. An In cases involving a complaint by an employee may at any step in or employees, the Grievance Procedure withdraw any grievance representative of the Association or the aggrieved employee or employees, with or without prejudice. A notice the presence of withdrawal the representative of the Association, shall be made present the grievance, in writing, within ten (10) business days after it arises or is discovered, to the immediate supervisor and if to the grievance is reopenedAssociation President. In cases involving imposition of discipline, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented to the supervisor who imposed the discipline. A grievance shall identify the specific sections of this Agreement which the City is alleged to have violated, state the facts and adjusted actions that give rise to the grievance, and state the remedy sought. The supervisor shall respond in accordance writing within ten (10) business days. Step 2. If the grievance is not satisfactorily resolved at Step 1, the Association or the aggrieved employee may present the grievance to the Chief of Police or designee within ten (10) business days of the denial at Step 1. The Chief will issue a written decision within ten (10) business days of receipt unless the Chief requests a meeting with the following procedures onlyemployee and the Association concerning the grievance, in which case the Chief’s written decision shall be issued within ten (10) business days after the meeting occurs. Step 3. If it the grievance is necessary not satisfactorily resolved at Step 2, the Association may submit the grievance to proceed with a written grievance it the City Manager or designee. The Association and the City Manager or designee shall be presented only on a prescribed district grievance form. a. The employee shall meet to discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The in an ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced effort to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to resolve the grievance is tendered to the local Chapter Chairperson commencing within ten (10) working business days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Chief’s Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee2 decision. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent City Manager or designee shall respond by investigating the alleged grievance, meeting with will issue a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a written decision in writing within ten (10) working business days after receipt following the Parties’ efforts to resolve the grievance. Step 4. If the Parties are unable to resolve a grievance at Step 3, upon the written request of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson Association within ten (10) working business days of the hearing.Step 3 response, the Association may elect to submit the grievance to binding arbitration in the appropriate manner, as follows:

Grievance Procedures. A. A 9.1.1 For the purpose of this agreement, a grievance is an defined as alleged violation involving violation, misinterpretation or misapplication of a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any specific provision of this Agreementagreement. A "grievant" shall mean an employee or group of employees or the Association filing a grievance. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal 9.1.2 Effort shall be made to settle grievances at the lowest possible level of the grievance procedure. The aggrieved employee shall first promptly attempt to resolve the grievance informally between the employee and his or her principal or immediate administrator. 9.1.3 Grievances will be processed in writingthe following manner and within the stated time limits. Grievance hearings will be held at reasonable times and places that do not conflict with the working day. Grievances not pursued to the next step within the time limitations set forth shall be deemed waived and become null and void. Grievances not responded to by the district within the time limits set forth will automatically proceed to the next step of the grievance procedure. 9.1.4 Step 1 of the formal procedure. If, and if according to the employee, the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1informally, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and employee on the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the appropriate grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, form and shall be accompanied submitted by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision employee to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance principal or immediate administrator within thirty (30) calendar days after receiving the appeal, facts upon which the grievance is based first occur or first became known to the employee. The principal or immediate administrator shall endeavor to properly resolve the matter and shall reply in writing to the local Chapter Chairperson shall be advised employee within ten calendar days after receipt of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on written grievance. If the appealemployee feels the grievance is still not resolved, and shall deliver a written response he/she may refer the matter to the local Chapter Chairperson within ten (10) working days Step 2 of the hearingformal grievance procedure.

Grievance Procedures. A. A The purpose of the Grievance Procedure is to secure, at the lowest possible level, an equitable solution to the problems which may arise affecting the terms and conditions of this Agreement. The parties agree that the Grievance Procedure will be kept as informal as may be appropriate. B. The procedure for adjusting a grievance is an alleged violation involving shall provide a work situation or a deviation fromfull opportunity for the presentation of the grievance and for the participation of the SOA. C. The terms “grievance” as used herein, or a misinterpretationshall mean any controversy arising over the interpretation, misapplicationapplication, or violation of any provision of the provisions of this Agreement, and may be raised by an employee, or by the SOA on behalf of and at the request of an employee or group of employees. D. The SOA Representative shall be the individual officer asserting such grievance or, in the event more than one officer is aggrieved, a representative chosen by those aggrieved. The Township shall grant the SOA Representative time off without loss of pay to attend each step of the Grievance Procedure. E. The Grievance Procedure hereby established, unless changed or waived by mutual consent, in part or in entirety, shall be as follows: 1. An employee may at any step in the STEP 1: The Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with writing to the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal Chief of the employee’s primary work assignmentPolice, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussionhis designee, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days from the time the grievance arose. The Chief of receipt Police, or his designee, shall meet with the SOA Representative and attempt to reach a settlement of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designeedispute. The appeal shall be in writing, and shall be accompanied by a copy Failure of the original grievanceChief of Police, and a copy of or his designee, to meet with the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing SOA Representative within ten (10) working days after receipt of the appealwritten filing of the grievance shall be deemed a denial of the grievance. a. Within ten (10) working days after receiving 2. STEP 2: If the decision grievance is denied at Step 1 or if the response of the Superintendent Chief of Police, or his designee, the local Chapter Chairperson may appeal the decision is not satisfactory to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on aggrieved party, the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall may be advised of the hearing at least forty-eight (48) hours presented in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response writing to the local Chapter Chairperson Township Administrator, or his designee, or, in the event that the Township does not have an Administrator or has dissolved the position, that person designated by Ordinance to act for the Township in grievance matters, within ten (10) working days of the hearingdenial or other disposition of the grievance at Step 1. The Township’s representative shall meet with the SOA Representative and attempt to reach a settlement of the dispute; Failure of the Township’s representative to meet with the SOA Representative within ten (10) working days of the written filing shall be deemed a denial of the grievance.

Grievance Procedures. A. A grievance 3.2.1. Step 1 - Before submitting a written grievance, a grievant who is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable problem with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with supervisor in an attempt to resolve it informally, not later than the building principal third (3rd) working day after the date of the employee’s primary work assignment, or with occurrence out of which the supervisor of grievance arose. The employee shall initiate the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised discussion by clearly stating that the discussion involves is a possible grievance. a. . If the matter is not resolved verbally informally a grievant may submit a written grievance to his/her supervisor provided he/she does so not later than the second (2nd) working day after the date of the informal discussion. If the grievant is the CSEA, it may submit a written grievance to the appropriate supervisor provided it does so not later than the third (3rd) working day after the date of the occurrence out of which the grievance arose. A meeting between the grievant and the appropriate supervisor shall be held to discuss the grievance if either requests it. The supervisor shall give a written answer to the grievant not later than the fifth (5th) working day after the day on which the grievance was presented to him. 3.2.2. Step 2 - If the grievant is not satisfied with the answer at Step 1, it shall be reduced to or does not receive a timely Step 1 response, the grievant may appeal in writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson Mayor, providing he/she does so within ten five (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (105) working days of the hearingday on which the Step 1 answer was due. The Mayor will meet with the grievant and his/her representative, if any, not later than the fifth (5th) working day after the day on which the written grievance was presented to him. Not later than the twentieth (20th) working day after the day on which that meeting takes place the Mayor shall present the grievant his/her written decision on the grievance.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement.All grievances shall be processed in the following manner: (a) Step 1. An employee who believes he/she has a grievance shall meet to discuss the matter with their Immediate Supervisor or Director of Operations within five (5) working days after the event which caused the grievance or within five (5) working days after the employee could reasonably have learned of the event upon which the grievance is based. If requested by the employee, the Union ▇▇▇▇▇▇▇ may be present. The Employer shall inform the employee of his/her decision in writing within five (5) working days following the meeting. (b) Step 2. If the grievance is not satisfactorily resolved at any step in Step 1, the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made submitted, in writing, and if to the Managing Director or designee within ten (10) working days from the Employers written response in Step 1. The written grievance is reopenedshall name the employee(s) involved, it must revert state the facts giving rise to Step l the grievance, identify the contract Section(s) alleged to have been violated, identify the basis of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed grievance, indicate the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the lawrelief requested, and concur that be signed by a Union ▇▇▇▇▇▇▇ for the work location involved, and the affected employee(s), if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance available. There shall be presented and adjusted in accordance a meeting with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her Union ▇▇▇▇▇▇▇, the grievant and the Managing Director or designee within ten (10) working days following receipt of the written grievance. The Managing Director or designee shall reply in writing to the grievant and the union within ten (10) working days following the meeting. If the Employer representative hearing the verbal grievance in Step 1, is the same person as Step 2, then a meeting is not required, but may be held if additional information is needed. If a meeting is not held, then the Employer shall provide a written response within ten (10) working days from the date the written grievance was filed by the union. b. The ▇▇▇▇▇▇▇ shall discuss these matters with (c) Step 3. If the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment grievance is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not satisfactorily resolved verbally at Step 12, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the Union ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson County Administrator/Controller or designated representative within ten (10) working days of receipt following the Employer’s written response in Step 2. The written grievance shall name the employee(s) involved, state the facts giving rise to the grievance, identify the contract Section(s) violated, identify the basis of the written grievance. a. Within ten (10 ) working days after receiving , indicate the written response at Step 2relief requested, and be signed by the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designeeUnion ▇▇▇▇▇▇▇ and affected employee(s). The appeal parties shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity meet to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on discuss the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.fourteen

Grievance Procedures. A. 11.1 A grievance is an alleged violation involving a work situation or a deviation fromviolation, misinterpretation, or misapplication of this agreement. 11.2 A grievant shall mean an employee within the bargaining unit, any group of members acting as a misinterpretation, misapplicationclass, or violation the Union itself acting on behalf of itself or on behalf of any provision member or group of this Agreementmembers. The Union will not file or pursue a grievance on behalf of any member or group of members to whose satisfaction the problem has been resolved. 111.3 The grievant shall receive fair and prompt treatment without fear of reprisal. An employee may All proceedings shall be handled in a confidential manner in accordance with these provisions unless otherwise provided. 11.4 Unless otherwise provided, a day shall mean a working day. The number of days indicated at any step each level shall be considered as a maximum and shall not be exceeded, unless mutually agreed in writing. Lack of adherence to time limits by the grievant shall result in a waiver of the right to proceed. Lack of adherence to time limits by the administration shall result in the Grievance Procedure withdraw any relief sought being granted. Disposition of a grievance without prejudice. A notice by a failure of withdrawal a party to act within time limits, shall be made in writing, binding only as to that specific grievance and if shall not serve as a precedent or past practice for the grievance is reopened, it must revert to Step l disposition of the grievance procedure within twenty (20) calendar days of being withdrawnsame or similar issues in the future. 2. No claim for back wages 11.5 A grievant shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes not be denied his/her legal rights under the law; provided, and concur that if mutually agreed however, upon filing of a complaint by the partiesgrievant, they could serve as an intermediate step or on grievant’s behalf, in any court of competent jurisdiction demanding relief upon a matter which is the subject of a pending grievance, such filing shall be deemed a waiver of the rights granted herein and the grievance procedure between shall be dismissed. This provision shall not apply to the filing of a complaint with the Ohio Civil Rights Commission or the Equal Employment Opportunities Commission. 11.6 Copies of the documents pertaining to a grievance, which has been filed, shall be placed only in confidential files of the Treasurer/CFO of the Board of Education hearing and arbitrationPresident of the Union. The Treasurer/CFO shall make these available in compliance with Ohio law. The President of the Union shall make these available only to the other officers of the Union, legal counsel, and by court order. B. 11.7 No grievant may be represented by any employee’s organization other than OAPSE in any grievance procedure initiated pursuant to this procedure. The grievant must personally be present at all stages of the grievance procedure. Failure of the individual grievant to be present shall be cause for the employer to refuse to proceed to such stage, and no part of the time limitations set forth in this procedure shall be toiled by such refusal. 11.8 Representation of the grievant at Step Two and above shall be limited to a Union representative. At Level One, the employee and the supervisor may each be represented by not more than one person who is a full-time employee of the district to serve as a witness. 11.9 A grievance may be withdrawn at any level without prejudice or record. 11.10 Copies of all written decisions of grievances shall be sent to all parties involved: the Union President; the aggrieved; the Treasurer/CFO and the appropriate administrator. 11.11 Forms for processing grievances shall be made available through all administrative offices in each building, the Central Administration Building, and through designated officials of the Union. 11.12 In the event more than one grievance is pending at any step, which grievances have in common a question of fact or application of contract provisions material to its disposition, the parties may, by mutual agreement, consolidate the grievances at the highest step of any one of them. 11.13 A grievance shall be presented dismissed without prejudice if the grievant’s employment is terminated prior to its resolution and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall no specific relief can be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response afforded to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievancegrievant. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. 11.1 A grievance is an alleged violation involving a work situation or a deviation fromviolation, misinterpretation, or misapplication of this agreement. 11.2 A grievant shall mean an employee within the bargaining unit, any group of members acting as a misinterpretation, misapplicationclass, or violation the Union itself acting on behalf of itself or on behalf of any provision member or group of this Agreementmembers. The Union will not file or pursue a grievance on behalf of any member or group of members to whose satisfaction the problem has been resolved. 111.3 The grievant shall receive fair and prompt treatment without fear of reprisal. An employee may All proceedings shall be handled in a confidential manner in accordance with these provisions unless otherwise provided. 11.4 Unless otherwise provided, a day shall mean a working day. The number of days indicated at any step each level shall be considered as a maximum and shall not be exceeded, unless mutually agreed in writing. Lack of adherence to time limits by the grievant shall result in a waiver of the right to proceed. Lack of adherence to time limits by the administration shall result in the Grievance Procedure withdraw any relief sought being granted. Disposition of a grievance without prejudice. A notice by a failure of withdrawal a party to act within time limits, shall be made in writing, binding only as to that specific grievance and if shall not serve as a precedent or past practice for the grievance is reopened, it must revert to Step l disposition of the grievance procedure within twenty (20) calendar days of being withdrawnsame or similar issues in the future. 2. No claim for back wages 11.5 A grievant shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes not be denied his/her legal rights under the law; provided, and concur that if mutually agreed however, upon filing of a complaint by the partiesgrievant, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only or on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ ’s behalf, in any court of competent jurisdiction demanding relief upon a matter which is the subject of a pending grievance, such filing shall discuss these matters with the building principal be deemed a waiver of the employee’s primary work assignment, or with rights granted herein and the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by dismissed. This provision shall not apply to the employee(s) and filing of a complaint with the ▇▇▇▇▇▇▇ involvedOhio Civil Rights Commission or the Equal Employment Opportunities Commission. b. The building principal or classification supervisor 11.6 Copies of the documents pertaining to a grievance, which has been filed, shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt placed only in confidential files of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent Treasurer/CFO of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education and President of the Union. The Treasurer/CFO shall make these available in compliance with Ohio law. The President of the Union shall make these available only to the other officers of the Union, legal counsel, and by filing court order. 11.7 No grievant may be represented by any employee’s organization other than OAPSE in any grievance procedure initiated pursuant to this procedure. The grievant must personally be present at all stages of the grievance procedure. Failure of the individual grievant to be present shall be cause for the employer to refuse to proceed to such stage, and no part of the time limitations set forth in this procedure shall be toiled by such refusal. 11.8 Representation of the grievant at Step Two and above shall be limited to a Union representative. At Level One, the employee and the supervisor may each be represented by not more than one person who is a full-time employee of the district to serve as a witness. 11.9 A grievance may be withdrawn at any level without prejudice or record. 11.10 Copies of all written notice decisions of intent grievances shall be sent to all parties involved: the Union President; the aggrieved; the Treasurer/CFO and the appropriate administrator. 11.11 Forms for processing grievances shall be made available through all administrative offices in each building, the Central Administration Building, and through designated officials of the Union. 11.12 In the event more than one grievance is pending at any step, which grievances have in common a question of fact or application of contract provisions material to its disposition, the parties may, by mutual agreement, consolidate the grievances at the Board Officehighest step of any one of them. b. The Board shall grant a hearing on the 11.13 A grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of dismissed without prejudice if the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, grievant’s employment is terminated prior to its resolution and shall deliver a written response no specific relief can be afforded to the local Chapter Chairperson within ten (10) working days of the hearinggrievant.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. 11.01 A grievance shall be presented defined as any difference arising out of the interpretation, application, administration, or alleged violation of this Agreement. There shall be no discrimination, harassment or coercion of any kind as outlined in the Acadia Harassment and adjusted Discrimination Policy against any Employee who elects to use these procedures. Probationary Employees shall have the right to grieve in all cases except the Employee’s discharge. A working day, for the purposes of this article, is defined as being a Monday, Tuesday, Wednesday, Thursday, or Friday, except when any of these days is a general holiday. 11.02 In order to provide an orderly, speedy procedure for settling of grievances, the University acknowledges the participation of the Union Stewards and the Union Grievance Committee. A ▇▇▇▇▇▇▇ may assist any Employee whom the ▇▇▇▇▇▇▇ represents in preparing and presenting their grievance in accordance with the following procedures onlyGrievance Procedure. 11.03 The University agrees that ▇▇▇▇▇▇▇▇ shall not be hindered, coerced, restrained, or interfered with in any way in the performance of their duties while investigating disputes and presenting adjustments as provided in this Article. If it is necessary The Union recognizes that Stewards are employed full-time by the University and that they will not leave their work during the working hours except to proceed with a written perform their duties under this Agreement. Therefore, no Stewards shall leave their work without obtaining the permission of the Department Head/Supervisor. Such permission will not be unreasonably denied. Time spent in processing steps of the grievance it during work hours shall be presented only on a prescribed district grievance formconsidered time worked. a. The employee shall discuss the matters believed 11.04 Copies of all grievance and replies thereto are to be grievable with his/her sent to Human Resources and the Chief Shop ▇▇▇▇▇▇▇. b. Step 1 The Employee, accompanied by their ▇▇▇▇▇▇▇ ▇, shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty seven (207) working days from after the date circumstances giving rise to the alleged grievance occurredhave arisen, present their complaint in writing to their Department Head/Supervisor. The written grievance In consultation with the Human Resources, their Department Head/Supervisor shall be signed by the employee(s) and reply in writing to the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten seven (107) working days of receipt of the written grievance. a. Within ten . If the reply at Step 1 is unsatisfactory, the grievance may be submitted to Step 2 within seven (10 7) working days after receiving from receipt of the reply. Step 2 In an Academic department this step will be dealt with by the appropriate ▇▇▇▇ or University Librarian in consultation with Human Resources. In an Administrative department, this step will be dealt with by the appropriate Manager, Director, Associate Vice-President, or Vice-President, in consultation with Human Resources. Step 2 shall commence from presentation of the written response at Step 2, the local Chapter Chairperson may appeal the decision grievance to the Superintendent of Schools appropriate ▇▇▇▇, Head or his/her designeeDirector, etc. The appeal A decision shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision rendered in writing to the ▇▇▇▇▇▇▇ within ten seven (107) working days after from receipt of the appeal. a. Within ten grievance. If the reply at Step 2 is unsatisfactory, the grievance may be submitted to Step 3 within seven (107) working days after receiving the decision from receipt of the Superintendent or designee, reply. Step 3 shall commence from presentation of the local Chapter Chairperson may appeal the written grievance to Human Resources. A decision shall be rendered in writing to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance ▇▇▇▇▇▇▇ within thirty six (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (106) working days from receipt of the hearing.grievance. If the reply at Step 3 is unsatisfactory, the grievance may be submitted to Step 4 within six

Grievance Procedures. A. ‌ 9. The following procedures are adopted by the parties to provide for the orderly and efficient disposition of grievances and are the sole and exclusive procedures for resolving grievances as defined herein. 10. A grievance is an alleged violation involving any dispute that involves the interpretation or application of a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any specific provision of this Agreement. Grievances may be filed only by the Association. In the event that an employee or a group of employees elect(s) to file a complaint with any governmental agency or court alleging a factual basis which is also the basis of a grievance, the Association agrees that any grievance filed on behalf of the employee(s) will be held in abeyance pending the employee’s election of remedies. If an employee or group of employees elects another remedy the grievance shall be deemed withdrawn. 111. An employee A grievance must include the following: a. The basis and date of the grievance as known at the time of submission; b. The section(s) of the Agreement allegedly violated; c. The remedy or solution sought. 12. If the grievance does not contain the information described in (a) – (c), the City may request such information, at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writingprocess, and if defer processing until the information is provided. If the Association does not provide the information within 30 calendar days of request, the grievance, or the portion to which the requested information is not supplied, is deemed withdrawn.‌ 13. The parties have agreed upon this grievance procedure to ensure the swift resolution of all grievances. It is reopened, it must revert critical to Step l the process that each step is followed within applicable timelines. No steps of the grievance procedure within twenty (20) calendar days of being withdrawnmay be skipped without mutual agreement. 214. No claim Except for back wages shall exceed grievances involving multiple employees or the amount Chief of wages Department, all grievances must be initiated at Step 1 of the employee would otherwise have earned at their regular rate of paygrievance procedure. 315. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance affecting more than one employee shall be presented and adjusted in accordance filed with the following procedures onlyChief of Department. If it is necessary to proceed with a written A grievance it initiated on behalf of the Chief of Department shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters filed with the building principal of Employee Relations Director. In the employee’s primary work assignment, or event the City disagrees with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally level at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to which the grievance is tendered filed it may submit the matter to the local Chapter Chairperson Step it believes is appropriate for consideration of the dispute. 16. Step 1: The Association shall submit the grievance in writing to the grievant’s immediate supervisor. If the supervisor is the Chief of Department, the grievance may be initiated at Step 2. 17. The immediate supervisor shall respond in writing within ten (10) working days of following receipt of the written grievance. a. Within 18. Step 2: If the grievance is not resolved at Step 1, the Association, on behalf of the individual grievant, may appeal to the Chief of Department, in writing, within ten (10 10) working days after receiving of receipt of the written response Step 1 response. The Chief of Department may convene a meeting within fifteen (15) days with the grievant and/or the grievant's Association representative. The Chief of Department shall respond in writing within twenty (20) days of the meeting or receipt of the grievance, whichever is later. 19. Step 3: If the grievance is not resolved at Step 2, the local Chapter Chairperson Association may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be Employee Relations Director (“Director”), in writing, and shall be accompanied by a copy within fifteen (15) days of the original grievance, and a copy receipt of the Step 2 response. b. . The Superintendent or designee Director may convene a grievance meeting within fifteen (15) days with the grievant and/or the grievant's Association. The Director shall respond by investigating to the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision grievance in writing within ten twenty (1020) working days after of the meeting or, if none is held, within twenty (20) days of receipt of the appeal. a. Within ten 20. Step 4: If the grievance is not resolved at Step 3, the Association may submit the grievance to arbitration within twenty (1020) working days after receiving the decision of receipt of the Superintendent or designeeStep 3 response, by notifying the local Chapter Chairperson Director in writing. Only the Association may appeal the decision submit a grievance to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.arbitration.‌

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal 6.1 The Employer shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted stewards selected in accordance with Union rules and regulations as the following procedures onlygrievance representatives of the bargaining unit. If it is necessary to proceed with a written grievance it The Union shall be presented only on a prescribed district grievance formnotify the Employer in writing of the names of the stewards and of their successors when so named. a. The employee 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall discuss the matters believed to therefore be grievable accomplished during working hours only when consistent with his/her ▇▇▇▇▇▇▇. b. such employee's duties and responsibilities. The ▇▇▇▇▇▇▇ involved and a grieving employee shall discuss these matters suffer no loss in pay when a grievance is processed during working hours, provided the ▇▇▇▇▇▇▇ and the employee have notified and received the approval of the supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 6.3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible veterans under applicable veterans' rights statutes. 6.4 Grievances shall be resolved in conformance with the building principal following procedure: Step 1 - Upon the occurrence of an alleged violation of this agreement, the employee involved (with or without the ▇▇▇▇▇▇▇) shall attempt to resolve the matter on an informal basis with the employee’s primary 's supervisor. Step 2 - Within seven (7) work assignmentdays after receiving the written grievance, or a designated Employer supervisor shall meet with the supervisor Union ▇▇▇▇▇▇▇ and attempt to resolve the grievance. If, as a result of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussionmeeting, the principal or grievance remains unsolved, the Employer shall reply in writing to the Union within seven (7) work days following this meeting. Step 3 - Within seven (7) work days following receipt of a grievance referred from Step 2, a designated Employer supervisor shall be advised that meet with the discussion involves a possible grievance. a. If Union Business Manager or his/her designated representative, the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) employee and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor and attempt to resolve the grievance. Within seven (7) work days following this meeting the Employer shall be responsible to see that a written response reply in writing to the grievance is tendered to Union stating the local Chapter Chairperson within ten (10) working days of receipt Employer's answer concerning the grievance. If, as a result of the written grievance. a. Within ten (10 ) working days after receiving response the written response at Step 2grievance remains unsolved, the local Chapter Chairperson Union may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on refer the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.Step

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal 17.1 The EMPLOYER shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted stewards selected in accordance with UNION rules and regulations as the following procedures onlygrievance representative of the Bargaining Unit. If it is necessary to proceed with a written grievance it The UNION shall be presented only on a prescribed district grievance formnotify the EMPLOYER in writing of the names of the Stewards and of their successors when so named. a. The 17.2 It is recognized and accepted by the EMPLOYER and the UNION that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. duties and responsibilities. The ▇▇▇▇▇▇▇ involved and a grieving employee shall discuss these matters with the building principal of the employee’s primary work assignmentsuffer no loss in pay when a grievance is processed during working hours, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and provided the ▇▇▇▇▇▇▇ involvedand the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the EMPLOYER. b. 17.3 The building principal or classification supervisor procedure established by this Article shall be responsible the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. Grievances shall be resolved in conformance with the following procedure: Step 1 Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved shall attempt to see that a resolve the matter on an informal basis with the employee’s supervisor. If the matter is not resolved to the employee’s satisfaction by the informal discussion it may be reduced to writing and referred to Step 2 by the UNION. The written response grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and the relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) calendar days of the first occurrence of the event giving rise to the grievance is tendered or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance, shall be considered waived. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten Within seven (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (307) calendar days after receiving the appealwritten grievance a designated EMPLOYER Supervisor shall meet with the Union ▇▇▇▇▇▇▇ and attempt to resolve the grievance. If, and as a result of this meeting, the local Chapter Chairperson grievance remains unresolved, the EMPLOYER shall be advised of the hearing at least forty-eight (48) hours reply in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response writing to the local Chapter Chairperson within ten (10) working days of the hearing.UNION

Grievance Procedures. A. A grievance is claim upon an alleged violation involving event or condition which affects the terms and conditions of employment of a work situation teacher or a deviation fromgroup of teachers as specified in the contractual agreement between the Papillion-La Vista Education Association and the District and/or the interpretations, meaning, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l application of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure contractual agreement between the Board of Papillion-La Vista Education hearing Association and arbitrationthe District is a grievance. B. A Teachers’ Rights committee composed of not more than three (3) members of the Association shall be designated by the Association for the purpose of handling grievances. Meetings between this committee and the District representatives shall be arranged between these two groups on a mutually satisfactory basis. Grievances shall be handled immediately in the following manner: (1) Between the principal and aggrieved party, with or without a representative of the Association. This meeting shall take place within ten (10) contract days of knowledge of the incident which is the basis of the grievance. (2) If satisfactory adjustment of such grievance shall be presented and adjusted in accordance with not thereby have been reached, the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters have the right to submit a written grievance with the building principal Superintendent of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson Schools within ten (10) working contract days of the conclusion of the meeting with his/her principal, as outlined above. A copy of the written grievance shall be filed with the designated member of the Association Teachers’ Rights Committee. (3) Based on the written grievance, a hearing shall be conducted within ten (10) contract days after receipt of the written grievance. a. Within ten (10 ) working days after receiving . The Grievant may be represented by the written response Association at Step 2, the local Chapter Chairperson may appeal the decision to the hearing. The Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working contract days after receipt thereafter render the decision, in writing, to the Grievant and to the Association Grievance Committee. (4) In the event a dispute shall arise between the administration and the Association with reference to the proper interpretation or application of the appeal. a. Within provision of this contract, and if such dispute cannot be settled by mutual agreement of the parties, then, within ten (10) working days after receiving the decision of the Superintendent or designeecontract days, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board District shall grant conduct a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson thereon within ten (10) working contract days following the hearing. The Grievant shall have the right to be represented at such a hearing by a representative of the hearingAssociation. The decision of the District shall be reduced to writing, and written copies of the decision shall be provided to the Grievant, Superintendent of Schools, Principal of the Grievant, and to the local and state officers of the Association. (5) Any extension of time limitations of this procedure may be extended upon the written mutual agreement of both parties.

Grievance Procedures. A. A 6.01 No complaint or grievance is an alleged violation involving a work situation may be submitted or a deviation fromconsidered under the grievance procedures unless it has been presented within five (5) working days from the time of the occurrence of the incident giving rise to the grievance. 6.02 Any differences, disputes or a misinterpretationcomplaints arising over the interpretation, misapplication, administration or violation of any provision application of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal Agreement shall be made submitted in writing, writing in triplicate on forms supplied by the Union and if signed by the grievance is reopened, it must revert to Step l employee. The written record of the grievance procedure within twenty (20) calendar days shall state the section or sections of being withdrawn.the Agreement which it is alleged have been violated. There shall be an ▇▇▇▇▇▇▇ effort on the part of both parties to settle such grievances promptly through the following steps: 2. No claim for back wages shall exceed Step 1 - By a discussion between the amount of wages the aggrieved employee would otherwise have earned at their regular rate of pay. 3and his immediate superior. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon employee may be accompanied by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her his ▇▇▇▇▇▇▇.. The employee’s immediate superior shall give his decision within two (2) full working days. Failing settlement, then, b. The ▇▇▇▇▇▇▇ shall discuss these matters with Step 2 - Within ten (10) full working days following the building principal decision in step 1, and official or officials of the employee’s primary work assignment, or Union shall meet with the supervisor representatives of the employee’s classification in cases where Employer at which time the primary work assignment is not within a particular school building. During this discussion, written record of the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by presented. The decision shall be given in writing within five (5) full working days following this meeting. The parties may agree to utilize the employee(s) and the ▇▇▇▇▇▇▇ involvedservices of a Grievance Mediator. b. The building principal 6.03 Failing settlement under Step 2 of any difference between the parties arising from the interpretation, administration, application, or classification supervisor shall alleged violation of the Agreement, including any question as to whether a matter is arbitrable, such difference may be responsible taken to see that a arbitration as hereinafter provided, and if no written response to the grievance request for arbitration is tendered to the local Chapter Chairperson received within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) full working days after receiving the written response at decision in Step 2 is given, it shall be deemed to have been abandoned. 6.04 Any complaint or grievance concerning or affecting a group of employees shall be originated under Step 2, . 6.05 Any complaint or grievance arising directly between the local Chapter Chairperson may appeal Employer and the decision to the Superintendent of Schools or his/her designee. The appeal Union shall be in writingoriginated under Step 2. 6.06 A claim by an employee that he has been unjustly discharged, and suspended, or laid off shall be accompanied by treated as a copy grievance and may be taken up under Step 2 of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing grievance procedure provided a written notice statement of intent at such grievance is lodged with the Board Office. b. The Board shall grant a hearing on the grievance Employer within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.five

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision 9.01 For the purpose of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable. 1. An employee may 9.02 At the time formal discipline is imposed, or at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l stage of the grievance procedure procedure, including the complaint stage, an employee is entitled to be represented by her union representative. In the case of suspension or discharge, the Employer will notify the employee of this right in advance. 9.03 It is the mutual desire of the parties to this Agreement that differences shall be resolved as quickly as possible and it is understood that an employee has no grievance until she has first given her Supervisor the opportunity of adjusting her complaint. Such complaint shall be discussed within twenty seven (207) calendar days after the circumstances giving rise to it have occurred or ought reasonably to have come to the attention of the employee. After the discussion, the Supervisor shall confirm her response in writing within fourteen (14) calendar days. If the complaint is unresolved, a written grievance may be submitted, dated and signed by the employee to the Manager, within seven (7) calendar days from receipt of the written decision of the Supervisor. The parties may choose to meet to discuss the concern at a time and place suitable to all. The Manager shall confirm her decision in writing within fourteen (14) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures onlymeeting. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at complaint remains unresolved after Step 1, it shall the grievance may be reduced to submitted in writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools General Manager or his/her designeedesignate within seven (7) calendar days of the decision in Step 1. A meeting will be arranged between the General Manager or his/her designate and the appropriate parties. It is understood and agreed that a staff representative of the Canadian Union of Public Employees and the grievor may be present at the meeting and that the Employer may have such counsel and assistance as it may desire at such meeting. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent General Manager or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a his/her designate will confirm his/her decision in writing within ten fourteen (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (3014) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board meeting. A copy of Education shall render a decision on the appeal, and shall deliver a written response second step grievance reply will be provided to the local Chapter Chairperson within ten (10) working days of the hearingUnion.

Grievance Procedures. A. For Contract Interpretation and Discipline Step 1 - Initial Filing of Grievance and Department Head Response a. A grievance is an alleged violation involving grievant, asserting a work situation or a deviation fromdispute relating to the interpretation and application of the terms of this agreement, or a misinterpretation, misapplication, or violation of any provision for disciplinary matters as defined in section 2 of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal article, shall be made in writing, and if reduce the grievance is reopened, in writing and submit it must revert to Step l of the grievance procedure employee's department head within twenty ten (2010) calendar working days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal knowledge of the employee’s primary work assignmentcontract violation, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty ten (2010) working days from the date of the alleged grievance occurreddisciplinary action. The written grievance shall be signed by state the employee(s) violation and cite the ▇▇▇▇▇▇▇ involvedarticle and section. b. The building principal or classification supervisor Meeting with the grievant in accordance with step 1 and/or step 2 of the grievance process as defined in the article shall not be responsible construed to see that a written response mean the County agrees the grievant has an actual grievable issue and shall not be evidence of same at any subsequent hearing. A grievance relating to the interpretation and application of the express terms of the agreement shall cite the violated Article and section of the agreement and shall set forth the details of the violation. c. If the grievance is tendered to based a upon disciplinary matter, as defined in section 2, discipline, the local Chapter Chairperson within notice of discipline, along with all ensuing meetings and actions, shall follow the requirement of this article. d. Within ten (10) working days of receipt of said grievance, the written grievance. a. Within ten department head or designee and a human resources representative or liaison will meet and try to resolve the grievance with the grievant and a representative of the ▇▇▇▇▇ County Defenders Union, unless the grievant elects to be represented by private counsel instead of a representative from the ▇▇▇▇▇ County Defenders Union. If the grievance concerns an interpretation and/or application of the terms of this agreement, the ▇▇▇▇▇ County Defenders Union reserves the right to be present even if the grievant has otherwise elected to be represented by private counsel. The department head or designee will provide at least three (10 3) working days after receiving notice of said meeting. The notice must include: the written response date, time, and place of the meeting. If the grievance is not resolved at Step 2the meeting, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent department head or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten have five (105) working days after receipt from the date of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision meeting to respond in writing to the Board of Education by filing a written notice of intent at the Board Officegrievance. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. A grievance The purpose of this article is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation to provide prompt and orderly methods for the processing and disposition of any provision grievances which may arise during the life of this Agreement. 1. An If the employee feels that he/she could be subject to discipline, he/she may request that a UAOS representative be present at meetings held at any step in the Grievance Procedure withdraw any grievance without prejudicelevel. 2. A notice grievance is defined as a written complaint by a unit member or the Union that the District has violated, misinterpreted or misapplied a term or condition of withdrawal this Agreement or District policies or procedures. When it is alleged that a term or condition of the agreement has been violated, misinterpreted or misapplied, the Step procedure below shall be made in writingused. When it is alleged that a District policy and/or procedure has been violated, and if misinterpreted or misapplied, the grievance is reopenedLevel procedure below shall be used. 3. All grievances, it as defined above, must revert to Step l of the grievance procedure be filed within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed after the amount of wages act, occurrence, event or circumstance alleged to constitute the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignmentgrievance, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working calendar days after the unit member learned, or should have learned, of the act, occurrence, event or circumstance alleged to constitute the grievance. 4. All grievances submitted under this article shall include a concise statement of the grievance, including the specific acts, conduct or condition alleged to constitute the grievance. All grievances submitted under this article shall contain: a. a specific reference to the relevant contract provision, District policy or procedure which is claimed to have been violated; and b. a specific statement of the adverse effect on the unit member created by the condition complained of; and c. a specific statement of the remedy sought by the unit member. Grievances which do not comply with a., b., and c. of this section will be denied and no further appeal may be taken. 5. All grievances will commence at Step One or Level I unless the grievance arises from the date action of an authority higher than the unit member’s immediate supervisor, in which case the grievance may be filed at the appropriate step of the grievance procedure. 6. The time limits specified in this article may be extended upon the mutual agreement of the parties to this agreement. 7. In the event a grievance is filed by a certificated unit member on or after June 1, the time limits set forth in this article may be compressed by the mutual written agreement of the parties to this agreement to expedite resolution of the grievance prior to the end of the school year. 8. The initial grievance may be amended by the grievant at any time prior to a step one meeting in order to set forth new matters arising from the alleged violation. The grievance occurredmay not be amended thereafter and no new issues may be raised after the step one meeting. 9. If the grievant fails to meet any of the time limits specified in this article, the grievance shall be treated as withdrawn with prejudice. If the District fails to meet any of the time limits specified in this article, the grievant will be entitled to move the grievance to the next step without an answer. 10. As used in this article, “days” mean calendar days and if the day an action must be completed under this article falls on a non-workday, the due date shall be the next regularly scheduled workday. 11. When two or more grievances involve the same alleged violation or present common questions of fact, the parties to this agreement may agree to consolidate such grievances at step two of the grievance procedure. 12. A grievance may not be submitted to arbitration unless the procedures in this article have been completed. 1. The written grievance shall be signed presented to the unit member’s immediate supervisor by the employee(s) and employee or UAOS representative. If the ▇▇▇▇▇▇▇ involvedimmediate supervisor did not take the action complained of or does not have the authority to resolve the complaint, he or she will forward it to the appropriate District manager for resolution. b. The building principal or classification supervisor 2. Either party may elect a step one meeting. Such meeting shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson held within ten five (105) working days of receipt of the grievance. The meeting will normally take place at the employee’s work site unless the parties mutually agree otherwise. Present at such meetings will be the grievant, his/her representative, the immediate supervisor and such other management representative the District may designate. 3. The supervisor’s written answer to the grievance will be provided within fifteen days of the close of the step one meeting. If no meeting is held, the supervisor’s written answer will be provided within fifteen days of receipt of the grievance. a. Within ten (10 ) working days after receiving 1. If the written response supervisor’s answer at Step 2step one is unsatisfactory, the local Chapter Chairperson grievant, or his/her representative, may appeal the decision to the Superintendent of Schools or his/her designeedesignee within fifteen days of receipt of the supervisor’s answer. Such appeal shall include a copy of the grievance, the supervisor’s written response and a request for a meeting if one is desired. If either party elects a meeting, it will be held within fifteen days of receipt of the appeal to step two. 2. The meeting will normally take place at the employee’s work site, unless the parties to this agreement mutually agree otherwise. Present at such meeting will be the grievant, his/her representative, and such management officials as the District designates. 3. A written answer will be provided to the grievant by the Superintendent or designee within fifteen days of the close of the step two meeting. If no meeting is held at step two, the district’s answer will be provided within fifteen days of receipt of the appeal to step two. 4. In the event the step two answer is unsatisfactory, UAOS may appeal the decision to arbitration, subject to the provisions of this agreement. Either party shall have the right to request that the grievance be mediated by a mutually acceptable agency, such as the Federal Mediation and Conciliation Service and/or the State Mediation and Conciliation Service, or a mutually acceptable individual. Such request shall be in writing and will not delay the arbitration process, but shall serve to expedite resolution of the grievance. The mediation process shall be governed by the following rules: 1) the grievant shall have the right to be present and give testimony; 2) each party shall have one principal spokesperson; 3) lawyers shall not participate; 4) it is the intent of the parties that the mediation process be informal in nature, however, the mediator shall establish the rules and/or methods of the proceeding; 5) all documents presented to the mediator shall be returned to the respective parties no later than the conclusion of the mediation; 6) if resolution is not reached, either party may ask the mediator for an ‘advisory opinion’; such opinion shall be rendered in writing within five (5) working days, and any and all documents returned to the respective parties; 7) in the event the grievance proceeds to arbitration, any testimony and any finding of fact shall become moot and no reference to mediation shall be made; 8) no person serving as the mediator shall serve as the arbitrator; 9) the mediator shall have no authority to alter, modify, add or delete the terms or provisions of this agreement, and 10) any and all incurred expenses shall be borne equally by the parties. Unit members and supervisors are encouraged to meet informally in order to clarify reasons for any particular decision or action of his/her immediate supervisor which are claimed to violate District polices and procedures. 1. The written grievance shall be presented to the unit member’s immediate supervisor by the employee or his/her representative. If the immediate supervisor did not take the action complained of or does not have the authority to resolve the complaint, he/she will forward it to the appropriate District manager for resolution. The supervisor’s written response will be provided to the unit member, or his/her representative, within fifteen days of receipt of the grievance. 1. If the unit member is not satisfied with the decision at Level I, he/she may appeal the decision in writing to the next level of supervision within fifteen days after receiving the Level I response. The appeal shall be in writing, and shall be accompanied by include a copy of the original grievance, the Level I response and a copy clear, concise statement of reasons for the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heardappeal. The Superintendent District’s Level II response shall be provided to the unit member, or designee shall then render a decision in writing his/her representative, within ten (10) working fifteen days after receipt of the Level II appeal. a. Within ten (10) working days after receiving 1. If the unit member is not satisfied with the decision of the Superintendent or designeeat Level II, the local Chapter Chairperson he/she may appeal the decision in writing to the Superintendent within fifteen days after receipt of the Level II response. The appeal shall contain a copy of the grievance and all other written responses to the grievance, as well as a clear, concise statement of the reasons for the appeal. The Superintendent’s Level III response shall be provided to the unit member, or his/her representative, within fifteen days after receipt of the Level III appeal. 1. If the Unit member is not satisfied with the decision at Level III, he/she may appeal the decision in writing to the Board of Education by filing and request a written notice of intent at the Board Office. b. closed session. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appealreview all previous objections, appeals and responses, and determine whether or not to meet with the local Chapter Chairperson shall be advised of employee in closed session. After reviewing all previous materials, including the hearing at least forty-eight (48) hours in advance. c. The information presented during the closed session, if held, the Board of Education shall render a decision. The decision on of the appealBoard shall be transmitted to the unit member, or his/her representative, by the Superintendent and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearingbe final.

Grievance Procedures. A. A grievance is Section 1. Grievances are defined as problems arising out of the application by the Town of the express provisions of this Agreement as they might affect an alleged violation involving a work situation or a deviation fromemployee, or a misinterpretation, misapplication, or violation group of any provision of employees with the same problem who are covered by this Agreement. Section 2. Grievances shall be processed as follows: Step 1. An employee may at any step in so affected and representative of the Grievance Procedure withdraw any grievance without prejudice. A notice League who appear before the Chief of withdrawal Police shall be given an interview. Step 2. If no disposition of the grievance to the satisfaction of the employee has been made in writingfourteen (14) calendar days after presentation to the Chief, within fourteen (14) calendar days thereafter the employee and a representative of the League shall give written notice to the Municipal Employer reciting the intermediate steps taken and submitting a written statement of the grievance and within fourteen (14) calendar days the Municipal Employer through its designee shall meet with the League designee and the employee to discuss the matter. Step 3. If at the expiration of the fourteen (14) calendar days following the conclusion of this presentation and discussion, no disposition of the grievance to the satisfaction of the employee has been made and if the grievance is reopenedwithin the definition of the term as contained in this agreement, the League or the Municipal Employer may present the grievance to the American Arbitration Association. The Arbitrator(s) shall have jurisdiction only over the disposition of the grievance(s) as it must revert arises out of the express terms of this Agreement. He/she/they shall have no authority to make recommendations, to criticize the parties or their conduct, to redraft the Agreement or to modify the Agreement, and the submission to arbitration, of the grievances(s) shall contain, as a part thereof, the aforesaid limitations. Section 3. The expense of such arbitration service shall be shared equally by the Municipal Employer and the League, except that the cost of its own presentation before the Arbitrator shall be assumed by each party. Section 4. An employee may waive a grievance and shall be deemed to have done so if the action required under Section 2. shall not have been pursued within the time specified therefore for each step under said Section 2. The time specified herein for various steps may be extended by mutual agreement. Section 5. Written submissions of grievances at Step l 2 shall be in not less than triplicate, on forms to be agreed upon jointly. If a grievance is adjusted at any step of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance adjustment shall be presented noted on the form and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) employee, the League representative and the ▇▇▇▇▇▇▇ involvedTown’s representative reaching this adjustment. b. The building principal Section 6. All grievances referred to above must be presented at step 1 within fourteen (14) calendar days of the occurrence or classification supervisor shall failure of occurrence, whichever may be responsible to see that a written response to the case, of the incident upon which the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt based. If it is determined at any time that corrective measures are due an employee as a result of the written grievance. a. Within ten grievance procedure, they shall not be made retroactively operative for more than twenty-one (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (3021) calendar days after receiving prior to the appeal, and the local Chapter Chairperson shall be advised date of the hearing at least forty-eight (48) hours in advancefirst presentation. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response Section 7. Any incident which occurred or failed to occur prior to the local Chapter Chairperson within ten (10) working days effective date of this Agreement shall not be the hearingsubject of any grievance hereunder.

Grievance Procedures. A. A 10.01 In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Grievance Committee and Union Stewards. The ▇▇▇▇▇▇▇ shall assist any employee which the ▇▇▇▇▇▇▇ represents in preparing and presenting his grievance is an alleged violation involving a work situation or a deviation fromin accordance with the grievance procedure. 10.02 The Employer shall be notified in writing by the proper officials of the Union of the names of the Stewards and the members of the Grievance Committee, or a misinterpretation, misapplication, or violation and of any provision of this Agreementchanges in the same. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance 10.03 It is reopened, it must revert to Step l of agreed that the grievance procedure within twenty (20) calendar days will as far as is practical, be carried on outside of being withdrawnworking hours so as to reduce loss of services to a minimum. 210.04 If it is necessary for a ▇▇▇▇▇▇▇ or other employee to take time off during working hours in connection with a grievance, he must receive permission from the Chief Executive Officer to be off at a time which will least interfere with the work. No claim for back wages shall exceed Not withstanding Section 10.03 it is understood by the amount of wages the employee would otherwise have earned at their regular rate of payEmployer that permission requested under Section 10.04 will not be unreasonably withheld. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. 10.05 A grievance shall be presented defined as any dispute arising out of interpretation, application, administration or alleged violation of the collective agreement. All alleged grievances shall be submitted and replied to in writing beginning at Step 2. 10.06 The parties agree that it is desirable that any complaints or grievances should be adjusted in accordance as quickly as possible. Employees therefore are urged to try to settle their complaints with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance formEmployer as soon after they originate as possible. a. The 10.07 Should any question as to the meaning or alleged violation of the provisions of this Agreement arise between the Employer and any employee shall discuss or the matters believed Union, an ▇▇▇▇▇▇▇ effort will be made to adjust such question in the following manner: Step 1 If the ▇▇▇▇▇▇▇ and/or the Grievance Committee consider the grievance to be grievable justified, he will first seek to settle the dispute with his/her the ten (10) working days of the alleged grievance or violation. The Department Head or Supervisor shall render their decision verbally within five (5) working days from date of meeting with the employee or ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with Step 2 Failing satisfactory settlement within five (5) working days after the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment reply is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at received under Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response will submit to the Chief Executive Officer of Huron Lodge, a WRITTEN statement in triplicate of the particulars of the grievance is tendered and the redress sought. The Chief Executive Officer shall render their written decision to the local Chapter Chairperson ▇▇▇▇▇▇▇ within (5) working days after receipt of such notice. within ten (10) working days of receipt submit the grievance to the Personnel Committee of the Board of Directors who shall render their written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appealsuch notice. a. Within ten 10.08 Any policy grievance or difference arising directly between the Union and the Board as to the application, interpretation or alleged violation of this agreement (10other than contract renewal discussions) working days after receiving may be submitted by either party to the decision other at Step - 3, in writing. 10.09 In determining the time within which any step, except arbitration, is to be taken under the foregoing provisions of Article 11, Saturdays, Sundays and recognized Holidays shall be excluded. Any and all time limits fixed by this Article may be extended by mutual agreement between the Board and the Union. 10.10 If advantage of the Superintendent provisions of this Article is not taken within the time limits specified herein, or designeeas extended as set out in 10.09 herein, the local Chapter Chairperson may appeal the decision matter in dispute shall be deemed to the Board of Education by filing a written notice of intent at the Board Officehave been abandoned and cannot be reopened. b. 10.11 The Board shall grant a hearing on nature of the grievance within thirty (30) calendar days after receiving grievance, the appeal, remedy sought and the local Chapter Chairperson section or sections of the agreement which are alleged to have been violated shall be advised set out in the written record of the hearing Grievance at least forty-eight (48) hours Step 2 and may not be subject to change in advancelater steps. c. The Board of Education shall render 10.12 When three (3) or more employees have grievances and such grievances are alike, they may be handled as a decision on the appeal, group grievance and shall deliver a written response to the local Chapter Chairperson within ten (10) working days presented at Step 2 of the hearingGrievance Procedure.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal 17.1 The EMPLOYER shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted stewards selected in accordance with UNION rules and regulations as the following procedures onlygrievance representative of the Bargaining Unit. If it is necessary to proceed with a written grievance it The UNION shall be presented only on a prescribed district grievance formnotify the EMPLOYER in writing of the names of the Stewards and of their successors when so named. a. The 17.2 It is recognized and accepted by the EMPLOYER and the UNION that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. duties and responsibilities. The ▇▇▇▇▇▇▇ involved and a grieving employee shall discuss these matters with the building principal of the employee’s primary work assignmentsuffer no loss in pay when a grievance is processed during working hours, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and provided the ▇▇▇▇▇▇▇ involvedand the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the EMPLOYER. b. 17.3 The building principal or classification supervisor procedure established by this Article shall be responsible the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. Grievances shall be resolved in conformance with the following procedure: Step 1 Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved shall attempt to see that a resolve the matter on an informal basis with the employee’s supervisor. If the matter is not resolved to the employee’s satisfaction by the informal discussion it may be reduced to writing and referred to Step 2 by the UNION. The written response grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and the relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) calendar days of the first occurrence of the event giving rise to the grievance is tendered or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance, shall be considered waived. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten Within seven (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (307) calendar days after receiving the appealwritten grievance a designated EMPLOYER Supervisor shall meet with the Union ▇▇▇▇▇▇▇ and attempt to resolve the grievance. If, and as a result of this meeting, the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.grievance

Grievance Procedures. A. Definition: A grievance is an alleged violation involving a work situation any aspect of employment that the employee feels is unjust or a deviation fromunfair, or a misinterpretation, misapplication, or violation thinks should be brought to the attention of any provision of this Agreementmanagement. 127.1 It is the Employer’s intention to provide an effective and acceptable means for employees to bring problems and complaints concerning their work and their well being at work to the attention of management. An employee may at any step in For this reason, the Grievance Procedure withdraw any following grievance without prejudiceprocedure has been developed: 27.2 Employees have the right for a grievance to be heard by management. A notice of withdrawal shall Employees should also be made in writingassured that, and if the grievance is reopenedwhen they raise a grievance, it must revert to Step l in no way affects their employment opportunity with The Employer. The goal of the grievance procedure within twenty (20) calendar days is to provide a prompt, friendly and mutually satisfactory resolution of being withdrawndifferences between management and employees. 2. No claim for back wages shall exceed 27.3 Employees are encouraged to deal with the amount of wages grievance within the workplace, but should the employee would otherwise have earned at their regular rate of pay. 3. The parties to feel this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the partiesis not appropriate, they could serve as an intermediate step in should contact the grievance procedure between the Board of Education hearing and arbitration.Management Committee B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form.27.4 However, where appropriate, employees must: a. The employee shall discuss In the matters believed first instance, any grievance should be notified in writing to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignmentimmediate supervisor, or with the supervisor of the employee’s classification in cases where the primary work assignment is not preferably within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) five working days of the hearingoccurrence b. The supervisor shall give the staff member an opportunity to discuss the matter fully and endeavor to provide a response within three working days or as soon as practicable c. If the grievance cannot be settled satisfactorily with the supervisor, the employee should detail their grievance in writing to the committee member responsible for staff liaison. The Staff Liaison officer shall make arrangement to meet with the employee within five working days d. If a satisfactory conclusion is still not reached, the written grievance should be submitted to the Management Committee. The Management Committee shall make arrangements to meet with the employee within ten working days 27.5 The object of the procedure is to obtain a complete understanding of the problem and reach a settlement at the lowest level possible. 27.6 While the procedure in this Clause is being followed, the normal work must continue at all times 27.7 In the event of failure to resolve the dispute by means of amicable agreement between the parties, such party to the Agreement may notify the matter to the NSW Industrial Relations Commission. The parties will then attempt to reach settlement at the conciliation stage of the compulsory conference, so called.

Grievance Procedures. A. The purpose of this procedure is to provide an orderly method for the resolution of grievances. A determined effort shall be made to settle any such difference at the lowest possible level in the grievance procedure; and there shall be no suspension of work or interference with the operations of the Town. B. For the purpose of this Agreement, a grievance is an defined as only those disputes involving the interpretation, application or alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal Grievances shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted processed in accordance with the following procedures onlywithin the stated time limits. C. Any and all time limits specified in the grievance procedure may be waived by mutual agreement of the parties. If it Failure by the employee to submit the grievance in accordance with these time limits without such waiver shall constitute an abandonment of the grievance. The employee and/or the Union may submit the grievance to the next step in the procedure if the Town fails to reply within the specified time limits. D. An individual member of the bargaining unit may present an oral grievance to the Town without the intervention of the exclusive representative. Until a grievance is necessary reduced to proceed with a written grievance it writing, the Union shall be presented only on excluded from a prescribed district hearing if the employee so requests; but any resolution of the grievance formshall not be inconsistent with the terms of this Agreement. a. The employee shall discuss E. For the matters believed to be grievable with his/her ▇▇▇▇▇▇▇purposes of this article only, a working day is any normal workday, other than town- recognized holidays, during a Monday through Friday workweek. b. The ▇▇▇▇▇▇▇ F. Steps in the Grievance Procedure: Step 1: Any employee who has a grievance shall discuss these matters with submit it first in writing on the building principal of prescribed form, to the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school buildingnon-unit Supervisor. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The A written grievance shall must be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson filed within ten seven (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (107) working days of the hearing.event or the date on which the employee first became aware or should have been aware of the event. The grievance must: a) specify the person allegedly causing the grievance; b) the time and place of the action being grieved; c) the nature of the grievance; d) the language or section of this Agreement which has allegedly been violated or misapplied; e) the specific injury or loss which is claimed; f) the remedy sought. The Department Head shall hold a hearing within seven

Grievance Procedures. A. A grievance is shall be defined as any claim by an alleged violation involving employee that there has been a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision the terms of this Agreementagreement. 1B. All time limits stated in this Article consist of school days except when a grievance is submitted fewer than ten (10) school days before the close of the current school term; then time limits shall consist of calendar days. a. All time limits may be extended by mutual agreement between the parties. b. If no written decision has been rendered within the limits required in the stated procedures, the grievance may proceed to the next step. If the employee fails to adhere to the time limits in the stated procedures, the grievance shall be withdrawn, and further appeal shall be barred. C. If the parties agree, a grievance may be submitted directly to arbitration without first having exhausted the grievance procedure. D. A grievance may be withdrawn at any level. E. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step who participates in the grievance procedure between the Board shall not be subject to disciplinary action or reprisal because of Education hearing and arbitrationsuch action. B. F. A grievance may be initiated and/or conducted by: a. An employee in his/her own behalf; b. An employee accompanied by a Union representative; c. A Union representative at the employee’s request. G. The employee, with or without Union representation, has the right to be present at all hearings and meetings concerning his/her grievance. H. Any investigation or other handling or processing of any grievance by the grievant or the Union shall be conducted so as to result in no interference with or interruption whatsoever of the instructional program. There shall be no loss of pay for attendance of meetings and hearings held under Article V. I. Expenses incurred as a result of arbitration shall be shared equally and are limited to the arbitrator’s fee except by mutual agreement. J. All parties shall be provided copies of any documents submitted during the grievance process. K. All documents, written communications, and records dealing with the processing of a grievance shall be presented filed separately from the personnel files of the participants. L. This information shall not be disclosed to anyone except CEO/ETC management (principal, superintendent, advisory board) and adjusted then in accordance a professional and ethical manner. M. No documents, written communications or records from the separate grievance file will be used by CEO/ETC for hiring, firing, or harassment of any employee involved in a grievance procedure. N. All documents, written communications, and records dealing with the following procedures only. If it is necessary to proceed with processing of a written grievance it shall be presented only on a prescribed district removed from that separate file one year after the anniversary of the grievance formprocess. a. The employee shall discuss O. A single document indicating the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with nature of the building principal grievance, the dates of the proceedings, the position of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ /s involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson result shall be advised of the hearing at least forty-eight (48) hours maintained in advancea “Grievance File. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.”

Grievance Procedures. A. A Section 1 Any grievance is an alleged violation involving a work situation or a deviation fromdispute, that might arise between the parties in reference to the application of or the meaning, or a misinterpretationthe interpretation of the agreement shall be settled in the following manner: Step 1. The aggrieved employee, misapplicationGrievance Committee or the Representative at the request of the employee, shall take up the grievance or violation dispute with the Superintendent within fourteen (14) calendar days of any provision its occurrence. Failure to act within said fourteen (14) day period shall be deemed to constitute an abandonment of this Agreementthe grievance. The grievance must be in writing. The Superintendent shall respond to the employee, Grievance Committee or Representative in writing within fourteen (14) calendar days. 1Step 2. An employee may at any step in If the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal still remains unadjusted, it shall be made presented by the Representative, Grievance Committee or employee, to the Personnel Committee of the Mosquito Extermination Commission in writing within fourteen (14) calendar days after the response from the Superintendent was due. The Commission shall respond, in writing, and if to the employee, Representative or Grievance Committee within fourteen (14) calendar days after the next regularly scheduled Commission meeting. If the grievance is reopenedremains unsettled, it must revert the Representative may elect to pursue further steps on one hand, described by Steps 3 and 4. The Commission and the union will meet periodically at either party’s request to discuss and try to settle as many grievances as possible prior to a hearing at Step l Three. Both parties commit to settle outstanding grievances without the time and expense of having to go through the process below. Step 3. If the grievance remains unsettled, the employee or the Union may submit the grievance to arbitration pursuant to the rules and regulations of the grievance procedure Public Employment Relations Commission within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal after receipt of the employeeCommission’s primary work assignment, or with reply and shall give written notification of submission to the supervisor Chairman of the employee’s classification in cases where Commission. Failure to submit to arbitration within the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from day limit will constitute an abandonment of the date the alleged grievance occurredgrievance. The written grievance cost of arbitration shall be signed borne by the employee(s) party found to be at fault. Step 4. With regard to subject matters not involving the expenditure of Rinds, the arbitration proceedings shall be conducted by an arbitrator to be selected by the Commission and the ▇▇▇▇▇▇▇ involved. b. Representative pursuant to the rules and regulations of the Public Employment Relations Commission. The building principal or classification supervisor arbitrator shall restrict his inquiry to the standards established by this Agreement. The parties direct the arbitrator to decide, as a preliminary question, whether he has jurisdiction to hear and decide the matter in dispute. The arbitrator shall be responsible to see that a written response bound by the provisions of this agreement and the Constitution and Laws of the State of New Jersey and be restricted to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt application of the written facts presented to him involved in the grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal arbitrator shall not have the authority to add to, modify, detract from or alter in any way the provisions of this Agreement or any amendment or supplement. The findings of the arbitrator shall be in writing, and binding on both parties. The arbitrator shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity requested to be heard. The Superintendent or designee shall then render a issue his decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appealconclusion of testimony and argument. Section 2 Whenever any employee of the Commission who is a representative of the union is mutually scheduled to participate during working hours in related business concerning negotiations, grievance proceedings, conferences or meetings, he/she shall suffer no loss in regular pay or be charged for sick leave or vacation time. If the scheduled business commences or terminates after regular scheduled hours of work for the representative he/she will not be entitled to overtime. Section 3 Agents of the Representative, who are not employees of the Commission, will be permitted to visit with employees during working hours at their work station for the purpose of discussing Union Representation matters, after first having notified the Commission or Superintendent and so long as there is no undue interference with the local Chapter Chairperson normal operation of Commission business. Section 4 The employer shall give written notifications to the Representative when an employee is being suspended, fined, demoted or removed from employment. The notification shall be advised submitted to the Representative at the same time the preliminary notice is given to the affected employee and shall indicate the extent and reason for the punishment. Section 5 Notwithstanding any of the hearing at least forty-eight procedures or steps listed above, the Appointing Authority (48Commission/Superintendent) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days does not renounce any of the hearingrights granted under the provisions of Civil Service.

Grievance Procedures. A. ‌ a. An informal resolution of the grievance can occur at any time. b. A Resident whose grievance is an alleged violation involving not satisfactorily resolved through informal discussions with the parties involved may institute a work situation or a deviation fromformal grievance as follows c. The grievance shall be detailed specifically in writing, or a misinterpretationgiving the date(s) of the incident(s), misapplication, or violation of any stating the provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writingAgreement that has allegedly been violated, and if indicated the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurredrequested solution. The written grievance statement shall be signed by filed with the employee(sHospital CAO (in the case of employment grievances), or the Residency Program Director (in the case of an academic grievance) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor who shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of acknowledge receipt of the written grievance. a. Within ten (10 ) working days after receiving grievance statement and meet with the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing Resident and/or other employee involved within ten (10) working 14 calendar days after receipt of written grievance statement to attempt to resolve the appealalleged grievance. a. Within ten (10) working days d. In the event that the grievance is still unsuccessfully resolved after receiving the decision of the Superintendent or designeestep 35.2.b, the local Chapter Chairperson Resident may appeal request that the decision to Hospital CAO (in the Board case of Education by filing employment grievances) or the Residency Program Director (in the case of academic grievances) convene a written notice of intent at the Board Office. b. Grievance Hearing Committee (see below). The Board Grievance Hearing Committee shall grant schedule a hearing to be held on the grievance within thirty (30) matter no later than 20 calendar days after receiving the appeal, and initial filing of the local Chapter Chairperson formal grievance. All parties shall be advised notified of the hearing at least forty-eight (48) hours in advance. c. The Board time and place of Education shall render a decision on the appealhearing. All parties have the right to be present throughout the hearing, and shall deliver have the option to be assisted during the formal proceedings by a written response to representative at the local Chapter Chairperson within ten (10party’s own expense. The Committee, the Resident, or any involved employee(s) working may request additional relevant information, either in writing or in person at a hearing. Within 12 calendar days following the conclusion of the hearing, the committee shall make its decision in writing. All meetings and hearings conducted under this procedure shall be conducted in confidential and private sessions in order to protect the confidentiality of matters under review. e. In the case of an alleged contract violation which does not involve potential termination of employment of the aggrieved resident, the grievance should go immediately to impartial arbitration.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 11 , it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. A 17.01 The purpose of any grievance procedure is to maintain good relations between employees, Union and the Employer at all levels. The grievance procedure helps to do this by providing a method of resolving complaints quickly and fairly. 17.02 The grievance procedure includes an informal or oral complaint stage for employees. Managers are available for private consultations with an employee who wishes to discuss a complaint or grievance. Before a formal grievance is presented, the employee is encouraged to discuss it as an alleged violation involving oral complaint with the manager concerned, either privately or, in the presence of their full-time Union Representative or ▇▇▇▇▇▇▇. If the employee is not satisfied with the result of such discussions, a work situation formal grievance may then be presented. 17.03 The grievance procedure consists of three (3) levels. The Employer shall designate a senior representative for the first, second and third levels and shall inform the Union, of the name, title and address of the person so designated. This information shall be communicated to employees by means of notices posted by the Employer on the Union bulletin board. 17.04 Subject to and as provided in Part II of the Federal Public Sector Labour Relations Act, as may be amended from time to time, an employee who feels that they have been treated unjustly or a deviation fromconsiders themselves aggrieved by the interpretation or application of the Collective Agreement or arbitral award, or by any matter affecting the terms and conditions of their employment other than a misinterpretationmatter those arising from the classification process, misapplicationis entitled to present a grievance in the manner prescribed in Article 17.10 except that, a. where there is another administrative procedure provided by or under any Act of Parliament other than the Canadian Human Rights Act to deal with their specific complaint, such procedure must be followed; and b. where the grievance relates to the interpretation or application of this Collective Agreement or an arbitral award, they is not entitled to present the grievance unless they has the approval of and is represented by the Union. 17.05 Subject to and as provided in Part II of the Federal Public Sector Labour Relations Act as may be amended from time to time, the Union may present a group grievance on behalf of a group of employees who feel aggrieved by the interpretation or application, common in respect of those employees, of this Collective Agreement or arbitral award other than a matter arising from the classification process, in the mariner prescribed in this Article except that, where there is another administrative procedure provided by or under any Act of Parliament, other than the Canadian Human Rights Act, to deal with the specific complaint, such procedure must be followed. 17.06 An employee or the Union on behalf of a group of employees is not entitled to present a grievance relating to any action taken, direction or regulation given or made on behalf of the Government of Canada, respecting matters involving the safety or security of Canada. 17.07 An employee, or violation the Union on behalf of a group of employees, when submitting a grievance at any level, shall use the NPF Grievance Presentation Form. However, a grievance shall not be deemed to be invalid by reason only of the fact that it is not in accordance with the NPF form or by reason of any provision of this Agreementtechnical irregularity. The form is obtainable from the Non-Public Funds Human Resources Office. 1. 17.08 An employee may has the right to be represented by their full- time Union Representative or ▇▇▇▇▇▇▇ in the grievance procedure at any step level and at either, or both, the informal discussion (oral complaint) stage, or when the formal written grievance is being considered. 17.09 The Union Representative, at the request of an employee/group of employees who has presented a grievance, their full-time Union Representative or ▇▇▇▇▇▇▇ shall have the right to consult with the person designated to reply on the Employer’s behalf at any level in the Grievance Procedure withdraw any grievance without prejudiceprocedure. A notice of withdrawal shall At levels other than the final level, the request for consultation may be made in writing, and if orally. 17.10 An employee or the Union on behalf of a group of employees wishing to present a grievance is reopened, it must revert to Step l shall do so: a. at the first level of the grievance procedure within twenty (20) calendar days where the grievance does not relate to disciplinary action resulting in the discharge of being withdrawn.the employee; and 2b. at the final level of the grievance procedure where the grievance relates to disciplinary action resulting in the discharge of the employee. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step Any levels in the grievance procedure between procedure, except the Board final level, may be by-passed by the mutual consent of Education hearing the Employer, the employee/group of employees and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her full-time Union Representative or ▇▇▇▇▇▇▇. 17.11 An individual grievance, or a group grievance shall be presented by an employee: a. where it does not relate to disciplinary action resulting in discharge, not later than the twentieth (20th) day; and b. where it relates to disciplinary action resulting in discharge, not later than the twenty-firth (25th) day: after the day on which the employee/group of employees is notified orally or in writing, or where the employee/group of employees is not so notified, after the day on which the employee/group of employees became aware of the action or circumstances giving rise to the grievance. 17.12 When an employee, or the Union on behalf of the employees is not willing to accept the response to a grievance submitted to the first or second level and wishes to submit the grievance to the final level, this must be done within ten (10) days after the date on which the response was conveyed to the employee or the Union on behalf of a group of employees in writing by the Employer. 17.13 When an employee or the Union on behalf of a group of employees does not receive a response to the grievance within fifteen (15) days, the employee or the Union on behalf of a group of employees is entitled to submit the grievance to the next higher level. 17.14 The Employer shall normally reply to an employee's/group of employee’s grievance at the first or second level of the grievance process within fifteen (15) days after the grievance is presented, and within twenty-five (25) days where the grievance is presented at the final level. 17.15 The time limits stipulated in the grievance procedure may be extended by mutual agreement between the Employer, the grievor, and the full-time Union Representative or ▇▇▇▇▇▇▇ shall discuss these matters with ▇. 17.16 In determining the building principal of time within which any action is to be taken in the employee’s primary work assignmentgrievance procedure, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussionSaturdays, the principal or supervisor Sundays and designated holidays shall be advised that the discussion involves a possible grievanceexcluded. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal 17.17 An employee or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇Union on behalf of a group of employees ▇▇▇ involvedabandon a grievance at any stage in the process by written notice to the officer who is designated to receive and to reply on behalf of the Employer at Level One (1) of the grievance process. b. The building principal 17.18 An employee or classification supervisor the Union on behalf of a group of employee’s who fails to present a grievance to the next higher level within the prescribed time limits shall be responsible deemed to see that a written response to have abandoned the grievance is tendered to grievance, unless in the local Chapter Chairperson within ten (10) working days of receipt opinion of the written grievanceEmployer, it was not possible for the employee/Union to comply with the prescribed time limits. a. Within ten (10 ) working days after receiving 17.19 Where an employee or the written response at Step 2Union on behalf of a group of employee’s has presented a grievance up to and including the final level with respect to disciplinary action resulting in discharge, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools suspension or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appealfinancial penalty, and the local Chapter Chairperson shall be advised grievance has not been dealt with to the employee’s/group of employee’s satisfaction, they may refer the grievance to adjudication in accordance with the provisions of the hearing at least forty-eight (48) hours in advanceFederal Public Sector Labour Relations Act and Regulations as may be amended from time to time. c. The Board of Education shall render 17.20 When a decision on the appeal, and shall deliver grievance that may be presented by an employee to adjudication is a written response grievance relating to the local Chapter Chairperson within ten (10) working days interpretation or application in respect of the hearingemployee of a provision of a Collective Agreement or an arbitral award, the employee is not entitled to refer the grievance to adjudication unless the Union for the Bargaining Unit to which the Collective Agreement or arbitral award applied, signifies in a prescribed manner: a. its approval of the reference of the grievance to adjudication; and b. willingness to represent the employee in the adjudication proceedings. 17.21 The Union may refer to adjudication any group grievance that has been presented up to and including the final level of the grievance process and that has not been dealt with to its satisfaction.

Grievance Procedures. A. A 6:01 For the purpose of this agreement, a grievance is an a dispute relating to the interpretation, application, administration or alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in Any grievance filed must have the Grievance Procedure withdraw any grievance without prejudice. A notice date of withdrawal shall be made in writingthe occurrence, and if the article violated stated clearly on the grievance is reopenedform and the corrective action requested. Following the institution of a grievance if either party does not respond within the time limits provided herein, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance deemed to have proceeded to the next step. 6:02 No employee shall commence a grievance until he has first taken the matter up with his Supervisor, within two (2) working days of the violation or matter complained of. The Supervisor shall respond orally by the end of the next working day following procedures onlyoral notification to the Supervisor. If it the Supervisor’s response is necessary not satisfactory to proceed with the employee a grievance may be submitted in writing to the supervisor signed by the grievor and by a committee person not later than the second working day following the day provided for the Supervisors’ oral response. The written grievance shall outline the nature of the grievance, the Articles of the Collective Agreement alleged to have been violated, and the remedy sought. 6:03 STEP 1 The Supervisor shall have until the end of the third day following receipt of the written grievance, to provide a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss response to the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school buildinggrievance. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally resolved, the union may, within two (2) regular working days after receiving his Supervisor’s decision, present the grievance to the appropriate Department Manager or his designate. The appropriate Department Manager or his Designate with thereafter meet with the employee and a Committeeperson within five (5) regular working days after presentation in a further attempt to resolve the grievance and a decision with be issued by the Department Manager or his designate within two (2) regular working days after the meeting. 6:04 Step 2 If the grievance is not settle at Step 1, it shall be reduced to writing and submitted to either the building principal or Chairperson may present the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson Plant Manager or Human Resources Manager within ten five (105) regular working days of receipt of the written grievanceappropriate Department Manager or his Designate’s answer. At such meeting either party may bring in representatives if they so desire. The Plant Manager or Human Resources Manager shall give an answer in writing within eight (8) regular working days, following the date of the meeting. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity 6:05 Should any grievance fail to be heard. The Superintendent or designee shall then render a decision in writing satisfactorily settled by the foregoing provisions of this section, such grievance may be referred to arbitration within ten (10) regular working days after of receipt of the appealdisposition by either party as hereinafter provided. a. Within ten (10) working days after receiving 6:06 The time limits referred to in step 1, and 2 may be extended by the decision mutual agreement of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Officeparties in writing. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. A In the case of grievances concerning disciplinary/adverse actions, the Union may elect to utilize the procedures of Section 7 or Section 11 . Grievances concerning disciplinary/adverse actions filed by the Union or the employee under Section 7 should be submitted beginning with Step 2, rather than Step 1, no later than twenty (20) calendar days after the effective date of the disciplinary/ adverse action . In the case of any grievance is an alleged violation involving a work situation filed on behalf of the Union or a deviation fromon behalf of the employee(s) which the Union may have against the Agency at the corresponding level, or a misinterpretationwhich the Agency may have against the Union at the corresponding level, misapplicationthe moving Party shall, or violation of any provision of this Agreement. 1. An employee may at any step in that level, initiate the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made beginning with Step 2 as appropriate, to the respondent in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties event giving rise to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between or within twenty (20) calendar days of the Board time the moving Party may have been reasonably expected to have learned of Education hearing and arbitration.the event . When an alleged violation involves more than one employee, the Union is encouraged to file one grievance on behalf of all affected employees . Grievance(s) shall include: B. A grievance shall be presented and adjusted in accordance with the following procedures only▇ . If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of alleged violation and date submitted; Name of the grievant; The name of his/her Union Representative; h . Issue(s)/subject; Statement of facts and description of dispute; Alleged contractual provision(s) violated . This is not meant to be all inclusive; Remedy sought; Whether or not a meeting is requested . step 1. An aggrieved employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor grievance shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1submitted, it shall be reduced in writing, to writing and submitted to either the building principal or the classification his/her immediate supervisor within twenty (20) working calendar days from of the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response event giving rise to the grievance is tendered to the local Chapter Chairperson or within ten twenty (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (3020) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance.time the employee may have been reasonably expected to have learned of the event . If the employee’s immediate supervisor is not available, the employee may submit the grievance c. The Board of Education shall render a decision on step 2. If the appealemployee or the Union is not satisfied with the Step 1 answer, and shall deliver a written response the grievance may be submitted to the local Chapter Chairperson within ten (10) working days of the hearing.next appropriate

Grievance Procedures. A. Section 7.1. A grievance is an hereby defined to mean a complaint involving the interpretation or application of specific provision(s) of this Agreement affecting any employee covered hereunder or any group of such employees having the same complaint. The word employee as hereinafter used shall include a group of employees having the same grievance. A grievance may be filed by any of the following: (a) An individual employee by his/her own signature. (b) A group of employees by their own signatures. (c) The Union by the signature of the President when the alleged violation involving affects the bargaining unit as a work situation or whole. Section 7.2. Failure at any step of this procedure to communicate the decision on a deviation fromgrievance within the specified time limit to the aggrieved employee and to the President of the Union shall permit the aggrieved employee to proceed to the next step. Section 7.3. Failure at any step of this procedure to appeal the grievance to the next step within the specified time limit shall be deemed to be acceptance of the decision rendered at that step and a waiver of the complaint and the right to proceed further under the grievance procedure. Section 7.4. If any employee covered by this Agreement shall present any grievance without representation by the Union, or a misinterpretationthe disposition, misapplicationif any, or violation of any provision the grievance shall be consistent with the provisions of this Agreement. 1. An employee may The Union shall be permitted to be heard at each step of the procedure under which the grievance shall be considered. Provided the Municipal Employer shall have given notice to the Union, failure of the Union to appear at any step of these procedures shall constitute a waiver of any claim by the Union of non- compliance with this section. Step 1. When a grievance arises, it must be filed in writing within fifteen (15) calendar days with the Grievance Procedure withdraw any employee's immediate superior who shall give the employee a prompt interview. Step 2. If no disposition of the grievance without prejudiceto the satisfaction of the employee has been made within fifteen (15) calendar days after presentation of the grievance under Step 1, the employee may, within five (5) calendar days after the expiration of said fifteen (15) day period, present a written statement of the grievance to the Fire Chief signed by the employee and the President of the Union, or his designee, and the Fire Chief, or his designee, shall meet with the parties signatory to the statement in an effort to settle the grievance. Step 3. A If no disposition of the grievance to the satisfaction of the employee has been made within fourteen (14) calendar days after the presentation of the written statement to the Fire Chief, the employee may, within fifteen (15) calendar days after the expiration of said fourteen days, give written notice to the Municipal Employer (Town Manager), signed by the employee and the President of withdrawal the Union, or his designee, reciting the intermediate steps taken and resubmitting a copy of the written statement of grievance. Within fifteen (15) calendar days after receipt of the written notice, the Municipal Employer (Town Manager), or its designee, shall be meet with the Union designee and the employee to discuss the grievance. Step 4. If, at the expiration of ten (10) calendar days following the meeting provided for in Step 3, no disposition of the grievance to the satisfaction of the employee has been made in writing, and if the grievance is reopened, it must revert to Step l within the definition of the term as contained in this Agreement, the Union may present the grievance procedure within twenty (20) calendar days to the American Arbitration Association for arbitration under its rules or the State Board of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services Conciliation and fact finding processes under the lawArbitration, and concur that if whichever is mutually agreed upon by between the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. A 20.1 The purpose of the grievance is an alleged violation involving a work situation or a deviation fromprocedure shall be to settle all grievances between the City and the Union as quickly as possible so as to insure efficiency and promote employee morale. This grievance procedure shall apply to all disputes concerning wages, hours, or a misinterpretation, misapplication, working conditions which are believed to be unfair or improper and in violation of any provision term of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any 20.2 All grievance without prejudice. A notice of withdrawal activities shall be made in writing, and if on the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2employee’s own time. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss not be paid for participating in the matters believed to preparation of a grievance or in presenting a grievance through the grievance procedure. Provided, however, the employee shall be grievable with his/her ▇▇▇▇▇▇▇paid if any hearing or presentation is scheduled during their normal work shift. b. 20.3 Step 1. No settlement of a grievance presented by an employee shall contravene the provisions of this Agreement. Within ten (10) working days from the date the act or acts occurred in resulting in the grievance, the matter shall be discussed orally with the employee’s immediate supervisor. The employee may have the Shop ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievanceUnion Representative present. a. 20.4 Step 2. If the matter is grievance cannot resolved verbally at Step 1, it shall be reduced to writing and submitted to either settled in step one then the building principal or employee may have the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed presented by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response Union Representative to the grievance is tendered to the local Chapter Chairperson appropriate Department Director within ten (10) working days of receipt from the response in step one. It shall be reduced to writing for such purpose, indicating the section of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2Collective Bargaining Agreement allegedly violated, the local Chapter Chairperson may appeal facts of the decision to case and the Superintendent of Schools or his/her designeeremedy sought. The appeal appropriate Department Director shall then arrange for such meetings and make such investigations as are necessary to provide a response. The response shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson provided within ten (10) working days of the hearingreceipt of the written grievance in step two. If this answer does not resolve the grievance, it may be processed to step three. 20.5 Step 3. If no settlement is reached in step one and step two, the grievance shall be presented in writing to the City Manager within ten (10) working days from the date the appropriate Department Director provides their written response to the Union Representative pursuant to step two. The City Manager shall then conduct such investigation as is necessary to fully evaluate the merits of the grievance. The City Manager shall provide their written response within ten (10) working days from the date the matter is referred to the City Manager.

Grievance Procedures. A. A grievance 3.2.1. Step 1 - Before submitting a written grievance, a grievant who is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable problem with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with supervisor in an attempt to resolve it informally, not later than the building principal third (3rd) working day after the date of the employee’s primary work assignment, or with occurrence out of which the supervisor of grievance arose. The employee shall initiate the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised discussion by clearly stating that the discussion involves is a possible grievance. a. . If the matter is not resolved verbally informally a grievant may submit a written grievance to his/her supervisor provided he/she does so not later than the second (2nd) working day after the date of the informal discussion. If the grievant is the CSEA, it may submit a written grievance to the appropriate supervisor provided it does so not later than the third (3rd) working day after the date of the occurrence out of which the grievance arose. A meeting between the grievant and the appropriate supervisor shall be held to discuss the grievance if either requests it. The supervisor shall give a written answer to the grievant not later than the fifth (5th) working day after the day on which the grievance was presented to him. 3.2.2. Step 2 - If the grievant is not satisfied with the answer at Step 1, it shall be reduced to or does not receive a timely Step 1 response, the grievant may appeal in writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson Mayor, providing he/she does so within ten five (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (105) working days of the hearingday on which the Step 1 answer was given due. The Mayor will meet with the grievant and his/her representative, if any, not later than the fifth (5th) working day after the day on which the written grievance was presented to him. Not later than the twentieth (20th) working day after the day on which that meeting takes place, the Mayor shall present the grievant his/her written decision on the grievance.

Grievance Procedures. A. A The grievance is procedures as described in Sections 2, 3 and 4, below, shall be used for the settlement of disputes between the City and an alleged violation aggrieved employee or group of employees involving a work situation the interpretation or a deviation from, or a misinterpretation, misapplication, or violation of any provision application of this Collective Bargaining Agreement. 1, as well as for the appeal of recommendations of disciplinary matters. An employee may at any step In the case of such recommended discipline, the appeal process and the grievance process shall be simultaneously processed. Only non-probationary full- time and regular part-time employees in the Grievance Procedure withdraw any grievance without prejudice. A notice Bargaining Unit are entitled to utilize the procedures of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitrationArticle. B. A Performance evaluations may be grieved if the overall rating is "marginal" or "unsatisfactory" and the employee alleges that the overall rating is arbitrary or capricious. Any such grievance may be taken to Step 4 of this procedure, but not beyond. Other performance evaluations may not be grieved. Grievances shall be presented and adjusted processed in accordance with the following procedures only. If it is necessary to proceed with procedures: Step 1 The aggrieved employee, or a written Union representative on his or her behalf, shall submit a grievance in writing and it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters discussed with the building principal of the aggrieved employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson 's immediate supervisor1/ within ten (10) working days of the hearingoccurrence (or discovery thereof) which gave rise to the grievance. For the purpose of this Article, working days shall mean Monday through Friday, excluding City Holidays and weekends. A Union grievance representative may be present to represent the employee, if the employee desires him or her present. The supervisor shall attempt to adjust the matter and/or respond to the employee within five (5) working days. 1/ Provided, however, that if the immediate supervisor is a bargaining unit employee, the grievance shall be submitted and discussed with the next level supervisor who is not a member of the bargaining unit. For Public Works / Utilities Department employees only: If the grievance has not been satisfactorily resolved in Step 1, the aggrieved employee shall present the written grievance to the employee's Division Manager/Superintendent or designee within five (5) working days from the time the immediate supervisor's response was due in Step 1. The Division Manager/Superintendent shall meet with the employee and the Union representative, if the employee wishes him or her present, within three (3) working days. The Division Manager/Superintendent shall respond in writing within five (5) working days from the day of the meeting. Step 2 If the grievance has not been satisfactorily resolved in Step 1 or Step 1A, the aggrieved employee and the Union representative, if the employee wishes his or her assistance, shall present the written grievance to the employee's Division Head or such other supervisory level employee as shall be designated in advance by the Department Head within five (5) working days from the time the supervisor's response was due in Step 1 or Step 1A. The Division Head or such other supervisory level employee as shall be designated in advance by the Department Head shall meet with the employee and the Union representative, if the employee wishes him or her present, within three (3) working days. The Division Head or such other supervisory level employee as shall be designated in advance by the Department Head shall respond in writing within five (5) working days from the day of the meeting. Step 3 If the grievance has not been satisfactorily resolved in Step 2, the aggrieved employee and the Union representative, if the employee wishes his or her assistance, shall present the written grievance to the employee's Department Head within five (5) working days from the time the supervisor's response was due in Step

Grievance Procedures. A. A grievance is The term "grievance" means a claim by any employee covered by this Agreement that as to him/her there has been an alleged violation involving a work situation inequitable, improper or a deviation fromunjust application, or a misinterpretation, misapplication, interpretation or violation of any provision a policy, agreement or administrative decision affecting said employee. B. The purpose of this Agreementprocedure is to secure, at the lowest possible level, equitable solutions to the problems, which may from time to time arise affecting the welfare or terms and conditions of employment of members of the ▇▇▇▇▇▇▇▇ Township Sergeants Association. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. 1. C. An aggrieved employee may at any step in shall institute action under the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure provisions hereof within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount occurrence complained of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working calendar days after he/she would reasonably be expected to know of its occurrence. Failure to act within said twenty (20) day period shall be deemed to constitute an abandonment of the grievance. D. An employee processing a grievance shall be assured freedom from restraint, interference, coercion and discrimination of reprisal. E. In the presentation of a grievance, the employee shall have the right to present his/her own grievance or to designate a representative to appear with him/her at any step of the procedure. Either side reserves the right to designate a representative to participate at any stage of the grievance procedure. If requested as to the appearance of a representative either side shall share that information upon request. F. An employee shall first discuss his/her grievance orally with his/her immediate superior and a decision shall be rendered within five (5) days of such discussion. G. If the grievance is not resolved to the employee's satisfaction within five (5) days from the date determination referred to in Paragraph F above, the alleged employee shall submit his/her grievance occurredto the Chief of Police in writing, specifying 1. The nature of the grievance; 2. The results of the previous discussion; and 3. The basis of his/her dissatisfaction with the determination. H. Within ten (10) days from the receipt of the written grievance (unless a different period is mutually agreed upon) the Chief of Police shall hold a hearing at which all parties in interest shall have the right to be signed heard. I Within ten (10) days of said hearing (unless a different period is mutually agreed upon), the Chief of Police shall, in writing, advise the employee and his representative, if there be one, of his determination. ▇. In the event of the failure of the Chief of Police to act in accordance with the provisions of Paragraph H and 1, or in the event a determination by him in accordance with the provisions thereof is deemed unsatisfactory by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson aggrieved employee, within ten (10) working days of receipt the failure of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision Chief of Police to the Superintendent of Schools act or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after of the determination by him said employee may appeal to the Administrator or Township Committee designee. ▇. ▇▇ the grievant, in his/her appeal to the Township Committee, does not request a hearing, the Township Committee may consider the appeal on the written record submitted to it or the Township Committee may, on its own motion, conduct a hearing or it may request the submission of additional written material. Where additional written materials are requested by the Township Committee, copies thereof shall be served upon the adverse parties who shall have the right to reply thereto. Where the grievant requests in writing a hearing before the Township Committee, a hearing shall be held. L. The Administrator shall make a determination within twenty-one (21) days from the receipt of the appeal. a. Within ten (10) working days after receiving grievance and shall in writing notify the decision of the Superintendent or designeeemployee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appealhis/her representative, if there be one, and the local Chief of Police its determination. This time period may be extended by mutual agreement of the parties. M. In the event an employee is dissatisfied with the determination of the Township Administrator, he/she shall have the right to request binding arbitration pursuant to rules and regulations established by the Public Employment Relations Commission under the provisions of Chapter Chairperson 303, Laws of 1968/123PL 1974 or at his/her option, through the American Arbitration Association. A request for binding arbitration shall be advised made no later than fifteen (15) days following the determination of the hearing at least forty-eight (48) hours in advanceTownship Administrator. Failure to file within said time period shall constitute a bar to such arbitration unless the aggrieved employee and the Township Committee shall mutually agree upon a longer period of time within which to assert such demand. c. N. The Board arbitrator's decision shall be in writing and shall set forth his/her findings of Education shall render a decision fact, reasoning and conclusions on the appeal, and issues submitted. The arbitrator shall deliver a written response be without power or authority to make any decisions which require the local Chapter Chairperson within ten (10) working days commission of an act prohibited by law or which is violative of the hearingterms of the Agreement.

Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. 8.01 The parties to this Agreement recognize are agreed that it is of the existence utmost importance to address and settle complaints and grievances concerning the interpretation or alleged violation of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve this Agreement as an intermediate step in the grievance procedure between the Board of Education hearing and arbitrationquickly as possible. B. A 8.02 No grievance shall be presented considered where it is filed more than five (5) full working days after the circumstances giving rise to it become known or ought to have become known to the affected employee or Union official. 8.03 Grievances arising under this agreement shall be addressed and adjusted in accordance settled as follows: Employee(s), with a Union Committee person shall try to settle their complaint(s) with their immediate supervisor(s) as soon as possible after the complaint originated before proceeding with the following procedures onlygrievance procedure. If it It is necessary understood that an employee has no grievance until he has first given his immediate supervisor an opportunity to proceed with a written grievance it address his complaint. The committee person shall be presented only on a prescribed district summoned without undue delay and with the affected employee they shall attempt to adjust the grievance formwith the Supervisor. a. The employee shall discuss a) Step No. 1: If the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment grievance is not within a particular school building. During this discussionso adjusted, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it grievance shall be reduced to writing on a regular grievance form supplied by the Company and submitted to either the building principal or the classification supervisor Department Manager. The Department Manager shall give his written decision within twenty three (203) working days from following the date presentation of the alleged grievance occurredgrievance. The written If the Department Manager’s decision is not satisfactory to the employee concerned, then the grievance shall be signed by presented as indicated in Step 2. b) Step No. 2: Within three (3) working days after the employee(s) decision is given at Step No. 1, the committee person shall, with the aggrieved employee present, submit the grievance to Human Resources or his/her authorized representative who shall consider and discuss it in the presence of the persons presenting the grievance and the ▇▇▇▇▇▇▇ involvedSupervisor concerned, and render his decision in writing within three (3) working days following the presentation of the grievance to him. If a settlement satisfactory to the parties concerned is not reached, then the grievance shall be presented as indicated in Step No. 3. b. The building principal or classification supervisor c) Step No. 3 Within two (2) working days after the decision is given under Step No. 2, the committee person shall be responsible to see that a written response submit the grievance to the grievance is tendered to the local Chapter Chairperson within ten General Manager or his authorized designate. Within four (104) working days of receipt this submission the chairperson of the written Grievance Committee shall, with the aggrieved employee, and the grievance committee meet with the General Manager or his authorized designate to consider the grievance. a. Within ten (10 ) working days after receiving the written response at Step 2. At this stage, the local Chapter Chairperson Grievance Committee may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall also be accompanied by a copy National representative and/or local President of the original grievance, and a copy Union if his presence is requested by either party. The decision of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to Company will be heard. The Superintendent or designee shall then render a decision rendered in writing within ten four (104) working days after receipt of the appealfollowing such meeting. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (10) working days of the hearing.

Grievance Procedures. A. A grievance is The primary purpose of these procedures shall be to secure equitable solutions to all grievances in an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement. 1orderly and expeditious manner. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal Every effort shall be made in writingto secure equitable solutions at the earliest possible step of the procedures. B. The teacher, or the teacher and if the Association Representative, or the Association Representative only, shall be encouraged to discuss complaints with the building principal or line administrator before using the grievance is reopenedprocedure. This discussion will include the nature of the complaint and identification of the complainant. In those instances where the complaint involves another administrator, it must revert the teacher may talk to Step l that administrator, but his/her building principal shall be kept informed. These discussions about the complaint shall in no way cause the teacher to forfeit his/her use of the grievance procedure except that both the complaint and the filing of a grievance, where used, shall be completed within twenty fifteen (2015) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount occurrence of wages the employee would otherwise have earned at their regular rate of pay. 3problem concerned. The parties Association, through the Professional Action Committee (PAC), is also encouraged to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance shall be presented and adjusted in accordance discuss complaints with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designeedesignee before using the grievance procedure. The appeal complaint shall not become a matter of record. C. The teacher may file a grievance as an individual or jointly with the Association. Representation of the teacher by any officer, agent or representative of organizations other than the Association is not permitted. The teacher shall be in writing, provided with written copies of all determinations. A final written determination of a formal grievance shall become a part of the teacher's personnel file and shall be accompanied by a copy destroyed seven (7) years after the end of the original grievanceteacher's employment. All other records relative to grievance proceedings shall be filed separately from the teacher's personnel file. D. The Association, and a copy in any grievance proceedings, shall have the right to represent any teacher upon the request of the Step 2 responseteacher. The Association shall be present at any formal grievance hearing whether representing the teacher or not. The Association shall have the right to file and process a grievance. b. E. The Superintendent or designee District shall respond by investigating provide all necessary forms for the alleged grievanceprocessing of grievances. Attachment A is the current grievance form, meeting with a designated representative from AFSCMEbut such form may be revised, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt the context of the appealgrievance procedures, by the District in consultation with the Association. Copies of all determinations shall be provided to the teacher and the Association. a. Within ten (10) working days after receiving F. In order to preserve confidentiality, all hearings shall be conducted in private. Records and/or information necessary to the decision processing of a grievance shall be made available to the teacher and the Association. A grievance may be withdrawn at any step of the Superintendent procedure without prejudice, but all grievances shall be processed through all steps in the sequence and manner indicated herein. G. No terms shall be added to or designeesubtracted from this Agreement, nor any provision changed, by the local Chapter Chairperson grievance procedure. Any matter to which the Michigan Teachers' Tenure Act is applicable shall not be subject to the grievance procedure. H. Time limits in this Article may appeal be extended by mutual consent of the decision District and the teacher or the Association. I. If the grievance is filed on or after May 15th (fifteenth), every effort shall be made to process the grievance prior to the close of the school year. J. In the event that the Administration recommends to the Board of Education by filing the non-renewal of a written notice of intent at contract for probationary teachers, the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson teacher involved shall be advised of in writing when the hearing at least forty-eight (48) hours in advance. c. The matter will go to the Board of Education and informed that the Board of Education meeting is his/her opportunity to address the Board on this matter if he/she so chooses. Such hearing shall render a decision on be public or private at the appeal, and shall deliver a written response option of the teacher. A teacher may be represented by the Association or an attorney. The teacher also retains the right to appeal to the local Chapter Chairperson within ten (10) working days of the hearinggrievance procedure up to but not including arbitration.

Grievance Procedures. A. A 5.1 Any grievance is an alleged violation involving a work situation or a deviation fromwhich may arise between the Union, or any employee of the Bargaining Unit and the Town shall be settled in the simplest and most direct manner. The procedures (unless changed or any step thereof is waived as evidenced by a misinterpretationwritten agreement or memorandum signed by both parties) shall be as follows, misapplication, or violation effective as of any provision of the date this Agreement.Agreement is ratified by the parties: Step 1. An Any employee may at any step in or group of employees having a grievance shall first present the Grievance Procedure withdraw any grievance without prejudiceorally to their Department Head within five (5) working days after the event giving rise to the grievance or upon receipt of written notification, whichever comes last. A notice of withdrawal shall be made in writing, and if If the grievance is reopened, it must revert not resolved to Step l the satisfaction of the employee, then the grievance procedure within twenty (20) calendar days of being withdrawnmay be appealed as noted in step 2. Step 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A written grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor Town Manager within twenty five (205) working days from of the date informal meeting with the alleged grievance occurredDepartment Head. The written grievance must specifically identify the provisions of this Agreement that are disputed and the desired outcome and shall be signed by the employee(s) affected party (or parties). The Town Manager will schedule an informal hearing to review the matter with the Department Head and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson grievant and/or with their Union representative within ten five (105) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision in writing within ten (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education Town Manager shall render a written decision on the appeal, and shall deliver a written response to the local Chapter Chairperson matter within ten five (105) working days of the hearing. If the grievance is not resolved to the satisfaction of the employee, then the grievance may be appealed as noted in step 3. Step 3. An appeal of the Town Manager’s decision (or lack thereof) shall be submitted in writing to the Selectboard within five (5) working days after the date on which the Town Manager is supposed to respond in writing. The Selectboard shall convene a hearing in executive session within fifteen (15) days at their sole convenience, to consider evidence and testimony from the Town Manager, the Department Head, the grievant and/or their Union representative. The Selectboard shall render a written decision on the matter, signed by a majority of the Selectboard members, within ten (10) days of the close of the hearing. If the grievance is not resolved to the satisfaction of the employee, then the grievance may be appealed as noted in step 4. Step 4. The Union shall notify the Selectboard and Federal Mediation and Conciliation Service (FMCS) in writing of its intent to seek a resolution of the grievance before an independent arbitrator within fifteen (15) days of the Selectboard decision. In so much as possible, FMCS shall provide both parties with a list of arbitrators within thirty (30) days of such notice. (This process shall continue until such time as both parties agree on the selection of an arbitrator.) Thereafter, in so much as possible, the arbitrator shall hold a hearing and decide the issue presented within thirty (30) days, but no later than sixty (60) days of being selected. The decision of the arbitrator shall be in writing and shall be binding on the parties. The arbitrator shall confine themself to the issue(s) raised during the grievance as submitted during step 2, and the decision shall be limited to interpreting and applying the terms of this Agreement. The arbitrator shall have no authority to impose penalties, add to, subtract from, alter, disregard or modify any provision of this Agreement. A copy of the decision shall be delivered promptly to each of the parties, but no later than thirty (30) days after the close of the hearing. 5.2 Failure by the grievant or the Union to adhere to the deadlines within this grievance procedure shall terminate the grievance as null and void. Failure of the Town or its representative to render a decision within the specified time shall be construed as denial of the grievance. The cost of the arbitrator and FMCS will be divided equally between the parties.

Grievance Procedures. A. 1. A grievance is shall be defined as an alleged violation involving a work situation or a deviation fromof the expressed terms and conditions of this Agreement. The following matters shall not be the basis of any grievance filed under the procedure outlined in this Article: A. The termination of services of, or failure to re-employ, any probationary employee; B. Any matter involving employee evaluation, except adherence to the procedure; C. Any matter of which an employee seeks formal recourse outside of the grievance procedure (i.e. EEOC). 2. The time limits contained herein shall be strictly observed, but may be extended by written mutual agreement between the Board and the Union. A grievance not initiated and/or processed from step to step by the Union within the time limits of the Grievance Procedure shall become null and void and shall not be processed as a grievance. If Administration fails to respond at any Step within the prescribed time limits, the Union may proceed directly to the next step of the Grievance Procedure. 3. A claim by an employee, or by the Union, that there has been a violation, misinterpretation, misapplication, or violation misapplication of any provision of this Agreement, may be processed as a grievance hereinafter provided. In the event an employee believes there is a basis for a grievance, he has no later than five (5) working days to discuss the alleged grievance personally with his immediate supervisor. 1. An Step I If, as a result of the informal discussion with the supervisor, the alleged grievance still exists, the employee may at any step in invoke the formal grievance procedure on the form set forth as Appendix A signed by the grievant and/or representative of the Union, which form shall be available from the Union Vice President/Grievance Procedure withdraw any grievance without prejudiceOffice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l copy of the grievance procedure within twenty (20) calendar days of being withdrawn. 2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay. 3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration. B. A grievance form shall be presented and adjusted in accordance with the following procedures only. If it is necessary delivered to proceed with a written grievance it shall be presented only on a prescribed district grievance form. a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇. b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance. a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty five (205) working days from the date the alleged grievance occurredafter oral discussion. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved. b. The building principal or classification supervisor shall be responsible to see that a written response to If the grievance is tendered to involves more than one (1) worksite, it may be filed with the local Chapter Chairperson within Superintendent or his designee. Within ten (10) working days of receipt of the written grievance. a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal supervisor shall meet with the decision employee and/or Union representative in an effort to resolve the Superintendent of Schools or his/her designeegrievance. The appeal supervisor shall be in writing, and shall be accompanied by a copy indicate his disposition of the original grievance, and a copy of the Step 2 response. b. The Superintendent or designee shall respond by investigating the alleged grievance, meeting with a designated representative from AFSCME, and allowing all parties a reasonable opportunity to be heard. The Superintendent or designee shall then render a decision grievance in writing within ten five (10) working days after receipt of the appeal. a. Within ten (10) working days after receiving the decision of the Superintendent or designee, the local Chapter Chairperson may appeal the decision to the Board of Education by filing a written notice of intent at the Board Office. b. The Board shall grant a hearing on the grievance within thirty (30) calendar days after receiving the appeal, and the local Chapter Chairperson shall be advised of the hearing at least forty-eight (48) hours in advance. c. The Board of Education shall render a decision on the appeal, and shall deliver a written response to the local Chapter Chairperson within ten (105) working days of such meeting, and shall furnish a copy thereof to the hearinggrievant.